Specifications include, but are not limited to: Assessing the psychological suitability of candidates for public safety positions is one of the essential functions in the hiring process as these employees must be able to tolerate the stresses of working in a fast-paced environment, follow rules, use resources responsibly, behave in a trustworthy manner, use good judgment, and refrain from off-duty behavior that would reflect poorly on the department. These evaluations provide assurance that candidates are free of job-relevant emotional and mental impairments, possess adequate stress resilience and emotional stability, and can meet the behavioral, social, and cognitive demands of public safety employment. The Vendor will analyze the data, conduct the clinical interview and present a recommendation to the County’s Risk Manager that will identify: (1) positive psychological, characteristics associated with successful job performance, (2) traits that may interfere with effective job performance, (3) emotionally unsuitable candidates, (4) potential for violence, suicide, aggression and substance abuse, (5) personality problems and emotional disorders, (6) stress management characteristics, etc., which help in the determination of whether or not a candidate is mentally, emotionally and mature enough to work in the public safety field.
