Public Psychological Services 10/29/2019

PAI Police and Public Safety Selection Report Anger,Problems (555-66-7779) 1/18/2002 PAI Scale Descriptions Scale descriptions are reproduced from the PAI Manual(Morey, 1991). When the T scores have met or exceeded guidelines established by Morey in the PAI manual based on Community T scores,they are printed below in the Community Referenced Findings section. Scale descriptions are printed in the Comparison Group Findings section when the applicant's prediction equation Applicant percentiles have met or exceeded the 90th percentile.Scale descriptions for scale scores are printed in this section when the applicant's scores have reached the 95th percentile compared to the Incumbent or Applicant Comparison Group,or in the case of Dominance or Warmth are at or below the 5th percentile.T scores and percentiles printed in bold met or exceeded these thresholds. Approach to the Testing The applicant's PAI profile appears to be valid and the result of adequate candidness and cooperation with the testing process. Community Referenced Findings No scales exceeded the prescribed thresholds. Comparison Group Findings* *Interpretative statements are generated for applicants based on special group norm thresholds(e.g., Applicant,Incumbent)and are not based on Community T scores.It is not appropriate to assume the same correspondence between these scores and the standard interpretations that have been established for the community-based norms.Therefore,using these statements to characterize the applicant must take into consideration all available data as well as the psychologist's professional judgment. Scale Prob %tile Description Job Performance 58% 93% Applicants with scores in this range are more likely than the typical applicant to have a history of one or more of the following life experiences:being late to work once a month or more,being fired from a job two or more times,resigning from a job to avoid termination, having received two or more job reprimands,having had two or more emotional arguments at work,having had two or more disciplinary actions in the military,having a military discharge status of general or less than honorable,having received three or more citizen's complaints as an officer,having been suspended from law enforcement duty, having been fired from a law enforcement job after probation,or having been the subject of an internal affairs investigation. Poorly Suited 52% 91% Applicants with scores in this range are more likely to be rated as"not suited"for public safety employment by psychologists with expertise in public safety pre-employment screening.They are likely to be seen by others as careless,cynical,disorderly,dissatisfied,impulsive,moody, rebellious,reckless,restless,temperamental,and sarcastic. Personality Assessment Inventory®1989,1990,1991 by Psychological Assessment Resources,Inc.All rights reserved.Printed under license from Publisher. ?rYYC//big§nEii is Safety Selection Report 0 2018 by JRA,Inc. (510)530-1963. 30 7/31/2019 (v8.0-9/1/2014)