Mr. C is a 34 year old male. He is married with one previous divorce. Mr. C served sometime in the military and has no previous history of employment termination. Mr. C was described as an introvert by external resources. Mr. C reported a history of family dysfunction and results of the assessment determined a history of aggressive behavior. To recommend certification: I have examined [ Mr. C ], and it is my professional opinion that this person is psychologically capable of exercising appropriate judgment and restraint to be certified as a police officer. According to the test results for Mr. C, there was no evidence of under-reporting. This indicates the candidates ability to be honest. It is suggested that since the candidate is aware of his possible problem with aggression that he will be more corporative with future treatment for this issue. According to the Americans with Disabilities Act (ADA) standards, “The Court rejected the “we aren’t using it for that” argument and explained that because the test can reveal mental illness then it should be legally classified as a medical exam.” (Baez, 2013). Therefore, I believe that it would be discriminatory to deny Mr. C the opportunity for employment based on his results of the MMPI-2-RF. The results of this assessment seem to be more like a medical screening than an employment screening. According to the results of the MMPI-2-RF, Mr. C was “more likely” in comparison to other police candidates in some of the following sections: integrity, social competence and team work, assertiveness, and routine task performance. I recommend that Mr. C be administered an additional assessment such as the Inwald Personality Inventory-2 (IPI-2). This assessment is commonly used to assess the suitability for employment as a police officer. The IPI-2 is a 202-item, true/false, self-report psychological assessment tool and it measures unfavorable characteristics and patterns of behavior that have been determined to be undesirable for professionals in high-risk occupations. This assessment would be beneficial to further examine the candidate’s suitability for the position as a police officer. Ms. D is a 25 year old single female. Her background determined that she has a history of family dysfunction and previous incidents with alcohol. Ms. D has a high school education. According to the results of the MMPI-2-RF, she under reported on multiple occasions. This may be unintentional or it could be an indication of dishonesty and lack of virtue. Further testing would be recommended in order to compare results in order to determine the reason for possible under reporting. To communicate reservations: I have examined [ Ms. D ], and it is my professional opinion that this person is psychologically at risk for exercising appropriate judgment and restraint to be certified as a police officer. According to the results of the MMPI-2-RF, Ms. D’s lack of life experience and age, can put her at risk for the possibility of ...

1. Mr. C is a 34 year old male. He is married with one previous
divorce. Mr. C served sometime in the military and has no
previous history of employment termination. Mr. C was
described as an introvert by external resources. Mr. C reported a
history of family dysfunction and results of the assessment
determined a history of aggressive behavior.
To recommend certification: I have examined [
Mr. C
], and it is my professional opinion that this person is
psychologically capable of exercising appropriate judgment and
restraint to be certified as a police officer.
According to the test results for Mr. C, there was no evidence of
under-reporting. This indicates the candidates ability to be
honest. It is suggested that since the candidate is aware of his
possible problem with aggression that he will be more
corporative with future treatment for this issue. According to
the Americans with Disabilities Act (ADA) standards, “The
Court rejected the “we aren’t using it for that” argument and
explained that because the test can reveal mental illness then it
should be legally classified as a medical exam.” (Baez, 2013).
Therefore, I believe that it would be discriminatory to deny Mr.
C the opportunity for employment based on his results of the
MMPI-2-RF. The results of this assessment seem to be more
like a medical screening than an employment screening.
According to the results of the MMPI-2-RF, Mr. C was “more
likely” in comparison to other police candidates in some of the
following sections: integrity, social competence and team work,
assertiveness, and routine task performance. I recommend that
Mr. C be administered an additional assessment such as the
Inwald Personality Inventory-2 (IPI-2). This assessment is

2. commonly used to assess the suitability for employment as a
police officer. The IPI-2 is a 202-item, true/false, self-report
psychological assessment tool and it measures unfavorable
characteristics and patterns of behavior that have been
determined to be undesirable for professionals in high-risk
occupations. This assessment would be beneficial to further
examine the candidate’s suitability for the position as a police
officer.
Ms. D is a 25 year old single female. Her background
determined that she has a history of family dysfunction and
previous incidents with alcohol. Ms. D has a high school
education. According to the results of the MMPI-2-RF, she
under reported on multiple occasions. This may be unintentional
or it could be an indication of dishonesty and lack of virtue.
Further testing would be recommended in order to compare
results in order to determine the reason for possible under
reporting.
To communicate reservations: I have examined [
Ms. D
], and it is my professional opinion that this person is
psychologically at risk for exercising appropriate judgment and
restraint to be certified as a police officer.
According to the results of the MMPI-2-RF, Ms. D’s lack of life
experience and age, can put her at risk for the possibility of
making poor on the job decisions as a police officer. Ms. D was
also dishonest about her previous incidents with alcohol which
could pose a problem for employment. It is possible that Ms. D
under reported unintentionally but further assessment should be
conducted to assess her suitability for employment. The results
of the test indicate no history of cognitive, emotional, or
behavioral dysfunction. Although, Ms. D’s inability to identify
and report possible character flaws may impair her effectiveness
as a police officer. It is also a possibility that the candidate is

3. trying to hide certain character flaws and mask underlying
issues, such as depression.
I would recommend Ms. D be administered the Inwald
Personality Inventory, a common assessment used to screen
possible police officer candidates. This assessment could be
used as a comparison to the MMPI-2-RF in order to determine
the consistency of Ms. D’s answers. I would also recommend
the Automatic Thoughts Questionnaire (ATQ), frequency
measure of depression-related cognitions that assesses personal
maladjustment, negative self-concept and expectations, low
self-esteem, and giving up/helplessness (Gregory, 2014). The
ATQ would be helpful in determining and underlying issues that
may have caused Ms. D to under report on the MMPI-2-RF. This
assessment will also suggest that Ms. D may have a negative
self-image that could also be the causation for under reporting.
Baez, H. B. (2013).
Personality tests in employment selection: Use with
caution (Links to an external site.).Links to an external site.
Cornell HR Review.
Retrieved from
http://www.cornellhrreview.org/personality-tests-in-
employment-selection-use-with-caution/
Gregory, R. J. (2014).
Psychological testing: History, principles, and applications
(7th ed.). Boston, MA: Pearson.
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