Public safety mental health and wellness has become a popular topic over the last several years.  While attention to this area has been long overdue and has helped to increase access to much needed mental health services for those in uniform, this popularity can also have a downside.  Providers with little to no training in this highly specialized area of practice have been drawn in based largely on a desire to help, which is commendable, though desire does not equate to knowledge and ability, making it extremely important for departments to carefully vet the providers they are utilizing for services.

The International Association of Chiefs of Police (IACP) has produced Guidelines for Consulting Police Psychologists that detail the competencies required to conduct these types of services with public safety agencies. The ultimate point of these guidelines is that the provider must not only be a skilled clinician, but they must understand public safety subculture, possess a sound understanding of the legal implications of this type of employment-related work, and have a firm understanding of relevant best practices and established guidelines.  While most providers are trained to work in clinical practice settings, the majority are not trained to work with employers and employees as if often the case with public safety psychology work.  You cannot simply take what you know of working with clinical patients and implement that within an occupational setting without potentially opening up the employee or employer to significant liability.

To vet your providers, at a minimum, you must ensure that they possess the appropriate license to work as a mental health provider in WI.  You can verify this by looking up credentials on the Department of Safety and Professional Services’ website at https://licensesearch.wi.gov/.  You will also want to ensure that their credentials are based in experience, training, and education, not due to factors such as being related to someone in public safety or having completed a for-profit course online about public safety work.  Wisconsin has very few standards for who can practice within this specialty area of psychology and therefore the burden is squarely on the department to carefully vet the providers they allow to work with their employees.

Our providers understand the unique stressors associated with public safety positions. Chiefs, HR Directors, and Sheriffs alike are comfortable working with our firm because we speak their language, understand their world, and know how to guide them through situations without opening anyone up to liability needlessly.  We work hard to maintain our current knowledge of best practices, national trends, case law, and especially public safety subcultures.  What matters is, “Does your provider know enough to be considered an expert in Police and Public Safety Psychology and would they be comfortable referring to themselves as such in court?”

In short, “Yes.” We would love to tell you that our process is perfect and that our results are 100% guaranteed to be accurate, but that simply is not true. If anyone tells you that their process is flawless, be very wary. There is a wealth of research literature supporting the use of pre-employment psychological evaluations. Most states require pre-employment psychological evaluations when hiring for public safety positions. However, there are limitations to these evaluations.

At the end of the day, many hiring managers want to know if they are hiring someone who is likely to misuse their duty weapon or physically assault a citizen. They want to know, “Is this person going to go off and shoot someone or kill someone?” We are aware that some providers tell departments that their testing process can predict this type of violent aggression. Be very careful. If a psychologist tells you that they can predict violence, you are being sold Snake Oil. Psychologists simply cannot predict violence or aggression to the point of violence. We can identify characteristics such as impulsivity, anger proneness, and even aggression to a degree, but we cannot predict violent behavior. If and when someone figures out an accurate predictor of violence, you will know it – it will be front page news across the world. We are not there yet, but you will be told otherwise by some providers.

When you schedule your appointment, you will be asked to complete several standardized, psychological tests on a computer. You will also complete a face-to-face (most often virtual) interview with Dr. Childs. You will be asked about various aspects of your life (mental health history, work and educational background, hobbies and interests, etc). It may be helpful to have a resume or work history with you to reference during the interview.

Business casual attire is preferred, however, we understand that many candidates schedule their appointments immediately following work or long shifts and may present in more casual attire. Our providers’ attire will range from formal to more casual office attire depending on the activities scheduled in a given day.  Please keep in mind, however, that these evaluations are taking place with a professional and should be treated as part of the hiring process.