Rating Scale for Public Safety Candidates
6 "EXCELLENT CANDIDATE". This rating is given to a few candidates that show exceptional promise in public safety. He/she has a clean record with no apparent psychological problems. He/she also has a good work record, demonstrated leadership skills and consistent abilities to handle responsibility and interpersonal relationships.
5-5.9 "GOOD APPLICANT - NO APPARENT RISK". This rating is given to those candidates about whom there are no reservations. They appear to be emotionally stable, have a consistent work history, a proven record of handling responsibility and a clean polygraph (if one was administered).
4-4.9 "AVERAGE CANDIDATE - MINIMAL RISK". This rating is given to candidates when there is some concern about their ability to handle a public safety position. Usually there is something on the polygraph (although passed) or on the psychological evaluation that raises some degree of concern for the evaluation. Careful scrutiny of the record will indicate why there are some hesitations about he candidate. The higher the rating within this category the les concerns there were.
3-3.9 "BORDERLINE/MARGINAL CANDIDATE - MODERATE RISK". This rating is given to candidates whose test results, past work record, behavioral patterns, cognitive scores or reactions in the interview raise concerns. In these situations the evaluation questions if the person can handle the stressful job in public safety, but does not have sufficient evidence regarding those concerns to deny approval. These are borderline candidates who should probably be given lower priority for hiring if other choices are available. The evaluation report will explain the concerns. This person (if a police applicant) will receive an L-3 with some hesitation.
2 "NOT RECOMMENDED - SERIOUS RISK". This is the first of the "not recommended" ratings. This rating is given when there is clear evidence in the background, interiew and/or test data of a pattern of problems handling work responsibilities and/or interpersonal relationships that would impact on job performance. It is also given if the person faills substantially below the receommended cutoff scores on the cognitive assessment. The evaluation report will outline the areas of concern. These persons, if applying for a police position, will not receive an L-3.
1 "NOT RECOMMENDED - VERY SERIOUS RISK". This rating is reserved for candidates who show evidence of serious psychological problems. This will be clearly evidenced in the assessment data. A person with this rating may pose a risk of retaliation toward the department or otehrs when notified of his/her failure.
THE PROTOCOL USED TO EVALUATE EACH CANDIDATE IS ATTACHED TO THEIR REPORT