Pre-Employment Psychological Screening

A preemployment psychological evaluation (PPE) is an examination conducted to assess psychological suitability for an applied to position. The majority of PPE’s conducted in Dr. Roland’s office are for peace officers who are mandated to undergo such evaluations in the State of California according to Government Code 1031 and in compliance with California’s Commission on Peace Officer Standards and Training (POST) Commission Regulation 1955. The focus of the PPE is to (1) screen-out candidates who may have mental or emotional disorders and/or job-relevant psychopathology which threaten psychological stability, as well as (2) assess normal-range personality traits and characteristicsor psychological suitability.

Resources available regarding PPE’s for peace officers can be found in the CA POST Peace Officer Psychological Screening Manual ( and the International Association of Chiefs of Police, Police Psychological Services Section’s Guidelines on PPE’s (

Evaluations for positions such as Public Safety Dispatchers, Fire Personnel, and other non-sworn public safety positions (i.e., Executive Assistants, Community Service Officers, Animal Control Officers, Information Technology personnel, etc.) are also conducted. The process for these positions follows the best practices model suggested in the Police Psychological Services Section’s Guidelines on PPE’s.

Dr. Roland has conducted over 4000 of these evaluations for over50 public service agencies. She is compliant with POST’s continuing education requirements, exceeding the requirement of obtaining 12 hours of relevant education or training every two years. Please visit the CA POST Peace Officer Psychological Evaluators list at for questions or inquiries regarding this matter.

Most PPE’s are post-offer evaluations; however a pre-offer process is also available. In this case ONLY non-medical information, consistent with the requirements of the Americans with Disabilities Act (ADA and ADAAA) and the California Fair Employment and Housing Act (FEHA) is collected. A risk assessment report is provided to the hiring authority considering the non-medical data obtained. Thereafter the employer can make a decision to either move forward with the hiring process or consider other applicants. With a bona fide conditional offer of employment the applicant continues with the process wherein relevant medical information is collected and a final suitability opinion is offered.