The investigator plans to conduct a threat assessment on an employee named Bob based on an anonymous email alleging strange behavior. The investigator will interview Bob's former teachers, military records, and police records to learn about his character and criminal history. The investigator will administer the AUDIT and BPD tests to evaluate if Bob's behaviors could be due to alcohol or personality disorders. The investigator plans to reassure Bob the assessment aims to gather information, not punish him. While phone interviews save time, in-person interviews are preferred to evaluate truthfulness and commitment. The investigator will look for inconsistencies in Bob's statements and nonverbal cues like facial expressions when evaluating the truth of his responses.

1. Working Ahead
Interviewing & Interrogation: History & Techniques | FP6906
A01
June 7, 2017
Dr.Nejame
Running head: WORKING AHEAD
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WORKING AHEAD
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Working Ahead
Part One: Planning
The specialized interview is intended to unfold the truth
concerning the deeds and actions of Bob in the workplace. In
particular, it is designed to help decipher if at all the allegations
pegged on Bob by the anonymous email are justifiable and can
be used as the basis for making a conclusion. The interview
planning is another important aspect that must be given the
right approach to obtain the desired results. Given that the
matter at hand is so sensitive. As an investigator in the case, I
will consider some items such as physical and psychological
factors, means of administering the interview, as well as
obeying the rights and responsibility of the interviewee.

2. To begin with, bearing in mind the profound impact that
physical environment has on the outcomes of an interview; I
would prefer to organize a meeting with Bob in a secured place
that is free from disturbances and noise. Additionally, I would
prefer to conduct the session in a room that is private that
would help instill in my client the fact that the process is meant
to help furnish the management with the right information
regarding his status at the workplaces. Moreover, I would also
ensure that I develop an interactive environment between my
client that dispels any form of fear and fright to increase his
confidence and enhance his contribution in the process and me.
By asserting to my clients the fact that the interview is basically
to help the organization to access some vital information that
would be in their custody rather than using the information they
provide as a way of victimizing them helps in dispelling any
form of fear that the respondents may harbor as they respond to
issues. The mode of conducting the interview is another
significant facet in planning. Because the matter is very
sensitive, I would prefer to use telephone interview in
interrogating the respondents; this is because phone interview is
efficient regarding time management. However, phone
interviews are not appropriate for lengthy discussions as they
tend to be expensive. Additionally, it is hard to establish the
truth and level of commitment in a telephone interview.
The respondent whom I will consider for the interview of
the case of Bob will come from three distinct areas: firstly, I
will interrogate his former teachers to get to understand better
his early life in school. Additionally, these are some of the
people with whom Bob has had long term relationship and are
therefore in a better position to testify about his character and
personality. Secondly, I would also consider interviewing the
department of armed forces to get to know his character traits
during the time he was attached to the disciplined forces before
he was eventually released on medical grounds. This class of
respondents is important as it will help me gather information
regarding the conduct of Bob as a young adult after completion

3. of his elementary education. The third category of respondents
that I would administer an interview to is the department of
police. This class of interviewees will be in a better position to
present the criminal records of all citizens, therefore by
engaging them in an interview. Through this, I will be able to
get the finer details of Bob's criminal records that would be
significantly substantive in drawing meaningful and objective
conclusions as to whether or not Bob is a harsh employee as
depicted in the email. Finally, I would also consider
interviewing psychiatrist to decipher whether the quire behavior
exhibited by Bob is as a result of mental disorder or whether it
is a mere pretext. After gathering all the vital information that
would assist in making a logical conclusion, I consider it
imperative to let Bob know that the whole exercise is not
punitive in any way. But rather it is an evaluation process to
help the management and leadership of the organization to
understand better the allegations that have been pegged on him.
In dealing with the case of Bob, I would employ two
instruments in assessing his personality namely: Alcohol Use
Disorder Identification Test (AUDIT) and Borderline
Personality Test and Relationships. AUDIT is appropriate for
Bob's case following the fact that personnel records reveal that
at one point he had absconded duty due to heavy drinking. It is
therefore imperative to administer this test to Bob to establish
whether it is as a result of heavy intake of alcohol that he
becomes disorganized. Similarly, given that he currently lives
as a single bachelor, BPDT and Relationship is essential to
unravel the primary cause of this kind of lifestyle in Bob. To
efficiently handle any form of resistance from Bob during the
interview session, I would prefer to apply the psychological
approach in dealing with bottlenecks by informing him first
hand that the information that he shall provide during interview
will not be used in any way to antagonize him, but rather it is
meant to help unravel the abuse for poor relationship between
him and other employees.
Part Two

4. Reinert, D. F., & Allen, J. P. (2007). The alcohol use disorders
identification test: an update of research findings. Alcoholism:
Clinical and Experimental Research, 31(2), 185- 199.
According to Reinert and Allen, (2007) alcohol is one of
the drugs that are commonly abused by many people. This
frequently results in some social as well as legal problems.
Additionally, alcohol use predisposes human beings to a variety
of disorders, diseases, and injuries, both at the workplace as
well as in private life. Due to the magnitude of problems
associated with intake of alcohol, Alcohol Use Disorders
Identification Test (AUDIT), is a valuable risk assessment tool
that is not only used by medical practitioners Burt also other
departments to ascertain the level of alcohol content in an
individual. Alcohol screening thus serves to detect the
magnitude of damage that intake of alcohol, in particular for
those involved in hazardous drinking, can cause to such
individuals. In practice, AUDIT can be applicable in some
different scenarios. For instance, it may be used in court by the
court officials and counselors on DWI offenders and other
violent criminals to ascertain the root course of their actions.
Also, healthcare providers use this tool in assessing the patients
that are faced with the challenges of impaired social and
occupational functioning such as individual's confronted with
marital problems, cases of child neglect and irresponsible
parenthood among others. In the workplace, AUDIT is a very
valuable tool that human resource personnel and employee
assistant staffs use to monitor the primary cause of truancy, low
output, absenteeism and chronic accidents in the workplace.
This tool is therefore used in administering questionnaires for
employees with chronic asterism and social disorders to help
gauge the leading causes of their problems. It is in this regard
that this tool was used in the case of Bob since based on
personnel report findings; he is a truant and also has problems
in meeting the set targets. Moreover, given the fact that he leads
a single life, it is clear that this tool would be bee more
appropriate in addressing his case.

5. Leichsenring, F., Leibing, E., Kruse, J., New, A. S., & Leweke,
F. (2011). Borderline personality disorder. The Lancet,
377(9759), 74-84.
This test typically investigates the social parameters of an
individual such as family ties and responsible parenthood.
Additionally, it concentrates on the possible causes of disunity
among people who should be living as couples. In line with the
fact that Bob lives as a single bachelor, this tool is very critical
in developing an inquiry on the would be causes of living such a
secluded life by Bob taking cognizance of the fact that he is in
his prime age of having a stable social relationship. Moreover,
because his relationship with college employees is also gloomy,
the BPD test is an entirely appropriate tool for administering
the questionnaire on the issues facing Bob.
US Preventive Services Task Force. (2004). Screening and
behavioral counseling interventions in primary care to
reduce alcohol misuse: recommendation statement. Annals
of Internal Medicine, 140(7), 554.
It is imperative to note that despite the reliable results
posted by AUDIT a tool for assessing disorders caused by
hazardous alcohol intake by individuals in the workplace, there
are some shortcomings that are linked to the assessment tool;
for instance, the sequence of the AUDIT items has a profound
influence on the drinking patterns of clients. Additionally, when
used in aesthetic, the withdrawal effects may in certain cases
result into the suppression of the individual under investigation.
Furthermore, AUDIT cannot effectively help develop a
permanent remedy to the problems caused by intake of alcohol.
In conclusion, the USPSTF concludes that the evidence so
presented is insufficient to rely on wholesomely in drawing the
logical conclusion.
McGlashan, et al., (2005). Two-year prevalence and stability of
individual DSM-IV criteria for schizotypal, borderline,
avoidant, and obsessive-compulsive personality disorders:
toward a hybrid model of axis II disorders. American Journal of
Psychiatry, 162(5), 883-889.

6. According to the American Journal of Psychiatry, there is
a glaring discrepancy posted by BPD. As envisaged by
McGalash et al. (2004), Personality Assessment Inventory
reveals the deviation displayed by using this tool may lead to
the wrong conclusion. Additionally, the findings are made by
the extent to which the respondent in question is accurate and
realistic. Therefore, this tool may be subject to bias when used
to administer interview to clients. In the preceding, BPD is not
quite reliable, especially in instances where the respondent is
the targeted client to be investigated since the respondent may
give responses suited to achieve his or her objective rather than
revealing the truth.
References
Leichsenring, F., Leibing, E., Kruse, J., New, A. S., & Leweke,
F. (2011). Borderline personality disorder. The Lancet,
377(9759), 74-84.
Reinert, D. F., & Allen, J. P. (2007). The alcohol use disorders
identification test: an update of research findings.
Alcoholism: Clinical and Experimental Research, 31(2), 185-
199. US Preventive Services Task Force. (2004). Screening and
behavioral counseling interventions in primary care to reduce
alcohol misuse: recommendation statement. Annals of Internal

7. Medicine, 140(7), 554.
McGlashan, T. H., Grilo, C. M., Sanislow, C. A., Ralevski, E.,
Morey, L. C., Gunderson, J. G., ... & Stout, R. L. (2005). Two-
year prevalence and stability of individual DSM-IV criteria
for schizotypal, borderline, avoidant, and obsessive-
compulsive personality disorders: toward a hybrid model of
axis II disorders. American Journal of Psychiatry, 162(5), 883-
889.
Part 1: Deception Behavioral Cues
The credibility as well as reliability of person’s
testimony in legal proceedings is important. Thus, forensic
interrogators must analyze a person’s verbal cues and posturing
to detect any deception. For instance, interrogator should ask to
follow up questions to detect any mismatch in the original
statement and the subsequent statements (Goodman et al.,
2006). Secondly, detectors should analyze a person’s behaviors
including facial (emotional expressions). The emotional facial
expression is the most effective method because studies show
that liars are more nervous compared to truth tellers. Thirdly,
they should analyze non-facial cues like the movement of arms,
leg and arms and the pauses in between speeches (Frank,
Menasco & Sullivan, 2008). I would focus on the statements
made by the person and the accompanying body expressions. In
most cases, it is easy to detect an individual when telling a lie,
as this may be expressed by the inconsistencies of the
statement. A case where an offender first talks about item A and
then later changes to item B when interrogated for a second
time indicate some elements of lies.
Part Two: The Validity of Behavioral Cues in Juveniles
Studies indicate that children (8 years and below),
unlike adults, are less skilled in maintaining lies in subsequent
verbal cues or statements. Children tend to reveal the truth
whenever they are subjected with follow up questions. However,

8. as they grow older they are more likely to maintain verbal
statements over extended interactions. As a result, investigators
may face difficulties in detecting deception in older children
compared to younger ones. It is a valid technique for juvenile
rather than older people (Goodman et al., 2006).
Children, like adults, tend to reveal non-verbal
expressions when lying. For instance, a lying child may have a
big smile. Gadea et al. (2015) in their study found that juveniles
telling lies or truths with non-emotional facial expressions are
harder to detect. The researchers indicate that it is also difficult
to catch non-emotional adult liars. Hence, it emotional
expression is a valid detection technique. In as far as body
posture is concerned (movement of arms, legs and foot) children
may exhibit various behavioral cues owing to their feelings of
excitement, guilt as well as fear. However, these are less valid
indicators because of the in-existence of typical identifiers of
deception. Only trained coders can detect the difference
between liars and truth by using this method (Frank, Menasco &
Sullivan, 2008).
Case Scenario:
You work for a large corporate business. One of the managers at
the company receives an anonymous e-mail message claiming
that a certain employee, Bob, has been acting strangely and
muttering threats to get even with others. The manager calls the
police, who, after obtaining Bob's permission, search his car
and workstation but find no evidence of any weapons. Bob
denies ever making any sort of threat and says he was just
having a bad day.
The manager asks you to conduct a threat assessment on Bob.
The manager says that the company has the right to conduct a
threat assessment, but Bob is liable to sue if he is fired as a
consequence of your findings, so the threat assessment has to
stand up to scrutiny in court. In addition, Bob must be
determined by you to have "fully cooperated" with the

9. assessment in order to avoid termination. Therefore, you can
expect him to participate in any form of assessment you choose
even though he may lie or misrepresent his answers. If you state
Bob lied during the assessment, he will be fired. This, too, must
stand up to scrutiny in court.
You review Bob's personnel record. He has been late to work
several times and has even come to work drunk. He missed one
week of work three years ago while jailed on a drunk and
disorderly charge. He took personal leave to cover the missed
time, and the arrest was discovered only by a report in the
newspaper.
At the time of his arrest, he had a gun in his possession, for
which he had a permit and which he could carry as a concealed
weapon. Bob has been divorced twice and has no children. He
currently lives alone. He has completed the eleventh grade but
not his General Educational Development (GED). School
records reveal he was often truant and was suspended three
times for fighting. He served two years in the military and was
honorably discharged after being found to have a "severe
personality disorder that made him unsuitable for duty."
Part 1: Planning
Tasks:
On the basis of the case scenario, create a 3- to 5-page plan in a
Microsoft Word document addressing the following questions:
· What is the purpose of the specialized interview?
· How will you plan the assessment?
· Whom will you interview and why?
· What will you tell Bob about the nature and purpose of the
evaluation and its potential consequences? Why?
· What are the advantages and disadvantages of a telephone
interview?
In addition, answer the following:
· What assessment instruments will you administer to Bob?
Why?
· How will you evaluate the truthfulness of his responses?
· What methods will you use to deal with Bob's defensive

10. posture in interviews?
RA 2: Written Report Three predictors
You have completed your assessment of the employee and have
the required information about the employee. You also have the
information about three other predictors you reported in M4
Assignment 1. You have also administered a risk assessment
instrument, and the employee has been classified to be at
moderate risk for assaultive behavior in the next five years.
On the basis of the results of your investigation, in a mock
report format based on the module readings and vignette data
for the assignment tasks of the previous modules, create a 10- to
12-page report addressing the following:
· The results of the interview with the employee (a description
of your mock interaction with and the mental status examination
of the employee)
· A specific review of the employee's predictors of violence
factors
· An analysis of the validity and reliability of risk assessment
instruments for making predictions of violence appropriate for
the employee's assessment
· The mock conclusions you arrived at about the employee's
potential for showing violence, while explaining reasons for
such conclusions
· Some cautionary statements about the tenuousness of your
conclusions, given the low base rate of violence in the employee
In addition, in your report, identify at least one potential victim
of the employee. Make a recommendation for action by the
company to protect that victim. Prepare your findings and
recommendations in such a way that the employee cannot
effectively sue the company for slander. An axiom of law is that
negative statements do not constitute slander if they can be
supported. Your job is to write the report in such a way (with
supportable conclusions) that the company can establish that its
actions were prudent.