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Please note that public safety candidates should not contact New England Psychological Testing directly regarding scheduling, results, or evaluation status. All communication must occur through the referring agency.

Public Safety
Pre-Employment Assessment

A public safety pre-employment psychological evaluation is conducted after a candidate receives a conditional offer to ensure they possess the psychological suitability required for law enforcement, firefighting, or emergency response roles. The evaluation identifies candidates whose mental health, personality traits, or behavioral patterns may pose risks to public safety or interfere with the performance of critical duties.

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Each evaluation includes comprehensive psychological testing, cognitive assessment, a detailed background questionnaire, and a structured clinical interview focused on job-relevant psychological characteristics. A concise written report documenting findings and suitability recommendations is delivered within three business days.

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Dr. Jureller conducts evaluations in accordance with IACP Police Psychological Services Section pre-employment guidelines and applicable Massachusetts POST and Civil Service (HRD) public safety standards.

Why Agencies Choose Independent Assessments

What Is Included in the Evaluation

  • Evaluations conducted by a specialist with advanced expertise in public safety and operational psychology and a background that agencies recognize

  • Assessments that adhere to nationally recognized standards and best-practice guidelines for law enforcement screening

  • Objective, defensible evaluations that withstand legal scrutiny and support sound hiring decisions

  • Comprehensive protocols assessing both normal-range personality functioning and clinical vulnerabilities

  • Accurate identification of candidates who may struggle with the high-stress demands, ethical decision-making, or interpersonal challenges inherent to public safety work

  • Standardized psychological testing measuring personality traits, mental health symptoms, and cognitive abilities relevant to public safety duties

  • Both normal-range and clinical personality instruments, following established screening guidelines used by leading law enforcement agencies

  • A comprehensive background questionnaire covering personal history, behavior patterns, and life experiences

  • A structured clinical interview assessing stress tolerance, judgment, impulse control, and interpersonal functioning

  • A professional written report within three business days summarizing findings, suitability opinions, and recommendations

Public Safety
Fitness for Duty Assessment

A psychological fitness-for-duty evaluation (FFDE) is a formal, specialized examination of a current employee, requested when there is objective evidence that a psychological condition may be affecting their ability to safely and effectively perform essential job functions or that they may pose a direct threat to themselves or others. Unlike a pre-employment screening, an FFDE concerns an officer or firefighter already on the job, and it is considered a medical examination under the Americans with Disabilities Act.

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The central purpose of an FFDE is narrow and job-focused: to determine whether the employee can safely and effectively perform the essential functions of their specific role. It is not treatment, and it is not a general mental health assessment. Every evaluation is conducted by an independent examiner using multiple methods and data sources to reach a fair, defensible opinion.

Why Agencies Choose Independent Assessments

What Is Included in the Evaluation

  • As an outside examiner with no treating relationship to your personnel, every evaluation is impartial, and potential conflicts of interest are screened out before a referral is accepted.

  • FFDEs are frequently grieved or arbitrated. Reports are built on objective evidence, multiple data sources, and detailed records designed to withstand outside scrutiny 

  • Evaluations are structured to comply with the legal framework governing employee medical examinations, including the ADA and the Genetic Information Nondiscrimination Act.

  • Before any evaluation begins, we consult with your department to confirm the referral is appropriate, clarify the specific referral questions, and align on your policies, labor-agreement terms, and reporting requirements.

  • Advanced training in operational and public safety psychology, and years of experience conducting the highest-stakes evaluations in the military and law enforcement.

  • A pre-evaluation consultation with the referring agency to confirm the objective basis for the referral, define the referral questions, and review relevant policies and job expectations

  • A thorough review of collateral and background information including job description and essential functions, performance history, incident reports, and other relevant records provided by the agency

  • Relevant, validated psychological testing selected to fit the specific referral question

  • An individual clinical interview and mental status examination, conducted via secure telepsychology, consistent with APA telepsychology guidelines

  • Collateral interviews with third parties where the examiner determines they are warranted

  • A comprehensive written report addressing the referral questions, describing the methods used and the rationale for all conclusions, with functional, job-relevant limitations documented where an employee is found unfit for unrestricted duty

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