The Police Psychological Exam: What to Expect During the Evaluation
This article is based upon an interview with Craig D. Childs, PhD, a licensed Police and Public Safety Psychologist, who is the owner and managing partner of Thin Line Psychological Services.
About the Expert: Dr. Craig D. Childs
Dr. Childs is a recognized subject matter expert in police and public safety psychology and has conducted psychological evaluations and counseling sessions for over 150 public safety agencies throughout the United States during his 17-year career.
Dr. Childs is approved to practice interjurisdictional telepsychology (APIT) through the PSYPACT Commission and is able to work with departments and individual clients virtually in 42 states.
He currently serves as a volunteer member of the multi-jurisdictional Suburban Critical Incident Team (SCIT), where he acts as a mental health advisor to hostage negotiation teams.
Dr. Childs is an active member of several national professional organizations, including the International Association of Chiefs of Police’s Police Psychological Services Section (IACP-PPSS) and the American Psychological Association (APA). He has also served on an IACP task force responsible for developing national Fitness for Duty Evaluation Guidelines.
What the Psychological Exam Really Is
A pre-employment psychological evaluation is frequently misunderstood and very scary for candidates.
A pre-employment psychological evaluation should be a targeted employment-related medical evaluation. When they say medical, that includes psychological or mental health. It’s targeted because the evaluation should be for a specific agency, for a specific position, with a specific candidate based on available information at the time.
It is not a global statement about a candidate. It’s not saying this person should or should not be a police officer ever in the future. It is a targeted statement for a specific agency.
Departments are not all the same. Somebody could be a great fit for a smaller agency focused on community-oriented policing, but not a good fit for an agency where they need to work independently in high-conflict situations.
Why You Can “Fail” One Agency and Pass Another
If Dr. Childs evaluates a candidate for Department “A” and say they are not psychologically qualified, it is possible that he might evaluate that same person later for a different department and say they are psychologically qualified.
Different departments have different needs, training structures, and expectations. Some agencies are willing to work with candidates who have rough edges, while others want someone who is more of a finished product.
The evaluation is about fit—not a lifetime judgment.
The Real Purpose of the Psychological Exam
The overarching purpose is to determine if there is a mental health condition present that would reasonably interfere with the candidate’s ability to perform job duties safely and effectively.
Think of it like a pre-employment physical.
You don’t have to be perfect. The question is whether something exists that could create a safety issue—for you or for others.
What Happens During the Psychological Evaluation
While the process varies, most evaluations include:
Common Parts of the Process
A semi-structured interview
Standardized psychological testing
A review of background information
Everything must be job-related and legally defensible.
For example, asking about family mental health history may be clinically relevant, but in an employment setting, it violates federal law (GINA) and should not be asked.
What Does “Defensible” Mean?
A defensible evaluation follows best practices and legal standards.
A Defensible Evaluation Includes
Job-related questions
Valid, research-based testing
Conclusions supported by data
An evaluation that uses irrelevant tests or asks illegal questions would not be considered defensible.
When the Psychological Exam Happens
The psychological exam comes after a conditional offer of employment.
Agencies must complete all non-medical steps—like interviews and background investigations—before conducting the psychological evaluation.
How Many People Don’t Pass the Psychological?
The term “fail” isn’t typically used. Typical outcomes are:
Psychologically qualified
Not psychologically qualified at that time
Nationally, about 25–30% of candidates do not make it through the psychological evaluation, with some estimates even higher in recent years.
The #1 Reason Candidates Are Disqualified during the Psychological
The most common issue is lack of truthfulness.
If a candidate is found to be dishonest during the evaluation, that is typically an automatic disqualification.
In law enforcement, credibility is everything.
Other Common Disqualifiers
Beyond honesty, common concerns include:
Severe anxiety
Poor stress tolerance
Lack of proper mental health treatment
Social anxiety or inability to communicate effectively
Poor judgment or irresponsibility
Difficulty working within a team or chain of command
A consistent theme is the ability to handle stress and interact effectively with others.
“The overarching purpose is to determine if there is a mental health condition present that would reasonably interfere with the candidate’s ability to perform job duties safely and effectively.”
— Dr. Craig D. Childs, Police and Public Safety Psychologist
What Psychologists Are Evaluating
The evaluation focuses on key areas, including:
Emotional control
Stress tolerance
Judgment and decision-making
Integrity
Communication skills
Teamwork
Adaptability
Even without a formal diagnosis, concerns in these areas can impact the final determination.
Common Myths About the Psychological Exam
Many candidates believe:
The psychologist will try to trick them
The test is designed to provoke reactions
Repetitive questions are meant to trap them
In reality, this is not the case.
Repetitive questions are used to measure consistency and attention—not to trick you.
Another misconception is that the psychological exam determines whether you’ll be a good officer. It does not. That decision is made earlier in the hiring process.
Can Good Candidates Be Eliminated?
Yes, some strong candidates don’t make it through because they:
Overthink the test
Try to appear perfect
Become overconfident
Don’t take the process seriously
Decisions are based on how you present during the evaluation.
Do Agencies Follow the Results from the Exam?
Almost always.
In most cases, agencies rely heavily on the psychologist’s recommendation when making final hiring decisions.
Can Candidates See their Results? Typically, no. Reports are usually not shared with candidates to protect the integrity of the evaluation process.
Can Candidates Reapply? Yes, candidates can usually reapply after about 12 months. A lot can change in that time, and a new evaluation may lead to a different outcome.
How to Prepare for the Psychological Exam
The best advice is simple:
Be yourself
Be honest
Own your story
Everybody has made mistakes. What matters is how you handle them.
Trying to appear perfect can actually hurt you.
What Candidates Should Do
Be comfortable discussing their background
Admit mistakes without making excuses
Be consistent in their answers
Be honest about mental health history
Receiving treatment for mental health is not a negative—it often shows self-awareness and responsibility.
Final Thoughts
The psychological exam is not designed to eliminate good candidates or judge personality.
It is a focused evaluation designed to answer one question:
Is there anything that would interfere with this person’s ability to perform the job safely and effectively?
Candidates who approach the process with honesty, consistency, and self-awareness give themselves the best chance of success.
