Police Officer Preparation & Law Enforcement Resource - Archive
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05-31-11, 10:06 PM
First time I've ever been to a psychologist and I didn't like it...at all. It almost seemed like he was trying to confuse me, and as a result, I felt like I gave him answers that he didn't want to hear even when I was trying to be completely honest.
I've passed the panel interview, Chief interview, background, credit check, etc., but for some reason I have a feeling I won't pass this. Is this an automatic disqualification if I don't pass, or do they just look at the big picture of everything?
06-01-11, 01:09 AM
You either pass it or your don't. Think how it would look if later on you hadn't passed a psych exam but were still hired. How would you feel now if you knew police officers in your city couldn't pass the psych? Think that'd be a problem?
Don't get your panties in a bunch until there's a reason to.
06-01-11, 07:57 AM
My interview as almost adversarial too and I passed. Wait and see. That can be a technique to see how you handle confrontations.
And no, you will not be hired if you flunk it. For crying out loud, think about it! Can't you imagine the liability a department would have if you were sued for some action, even legitimate and the plaintiff found out you were deemed unsuitable psychologically for the job?
08-03-11, 10:30 PM
I didn't pass the psych with Contra Costa County because I'm not assertive enough. Just to let you know, in California you can request a second opinion. Peace Officer Selection Standards, Regulation 9055 Psychological Evaluation (f) § 9055 (f) Second Opinions
A candidate who is found psychologically unsuitable has the right to submit an independent evaluation for consideration before a final determination of disqualification is made. When a candidate notifies the department that s/he is seeking an independent opinion, the department shall make available the peace officer duties, powers, demands, and working conditions and the requirements specified in Commission Regulation 9055. Other
information, such as specific procedures or findings from the initial evaluation, may be shared with the second-opinion evaluator at the discretion of the department. The means for resolving discrepancies in evaluations is at the discretion of the department, consistent with local personnel policies and/or rules.