A clear objective assessment of an individual following an incident
with recommendations to support your decision making
Objectives
Following an incident or possibly several incidents fundamental questions may need to be asked as to what action is required to enable an individual to return to work.
Our post incident psychological assessments use standardised methods used to assess particular aspects of human behaviour.
The assessment provides an objective picture of the individual and whether there are any factors identified through assessment that might have contributed to the episode of interest.
A report will be submitted to you with recommendations that might include further training, treatment, referral to specialist help and the possibility of suggested temporary or permanent redeployment.
Benefits for your organisation:
- Objectivity – They dramatically reduce bias and personal perspective.
- Clarity – They provide a robust framework and structure.
- Equality and fairness for all individuals – Tests are standardised so that all individuals receive the same treatment.
- Increase the likelihood of being able to predict future job performance – They have a high level of ‘predictive validity’.
- Screen for possible psychological and cognitive factors that may have contributed to the incident(s)
Benefits for attendees:
- A clear understanding of what aspects of their behaviour resulted in the incident(s).
- Objective and neutral third party assessment of their incident.
- A clear set of recommendation as to how to address any issues identified.
Background
These assessments are only undertaken by Registered and Chartered Psychologists who adhere to the professional standards of both the British Psychological Society (BPS) and the Health Professions Council (HPC), which is the regulatory body for psychologists.
Why Psychometric Tests
What are Psychometric Tests?
They are standardised methods used to assess particular aspects of human behaviour. They are carefully designed so that each person who completes a particular test has the same experience; they are presented with the same questions and have the same amount of time in which to answer them. The raw score (usually the number of correct answers) is converted to a standard score by comparing it with a representative sample of people who have completed the test in the past. The assessments that we use are reliable and valid and supported by a strong evidence base to this effect.
Many of the tests that we use are compared against samples comparison groups from similar backgrounds or less specific but related groups. It is then possible to say whether a person has scored above or below average, and how much above or below.
Psychometric tests can provide in-depth psychological profiles of individuals, covering various areas of their functioning, strengths and weaknesses.
What do psychometric tests measure?
The measures we use can be placed into the following categories:
- Aptitude Tests: These measure how people differ in their ability to perform or carry out different tasks.
- Personality Tests: These measure how people differ in their style or manner of doing things, and in the way they interact with their environment and other people (personality). They may focus on particular aspects of a role such as safety or on broader aspects of a role.
- Specific Cognitive Ability tests: Assessment of Memory; Attention and Concentration and Visual-perception.
- Attainment tests: Assessments include Reading; Written Language and Numeracy and can be used to detect specific learning difficulties.
- Post Traumatic Stress Disorder (PTSD)
- Dyslexia batteries
- Measures of Depression, Anxiety and Stress
The Process
The client assessments that we undertake have several parts. The first element is an in-depth structured interview that looks at the individual’s background in terms of work and academic history, any salient issues with health in terms of their history and what the current issues are.
The issues leading up to the event or events that have led to referral are then discussed at length. This then provides the basis of the choice of psychometric assessments that we use with a view to providing an objective picture of the individual and whether there are any factors identified through assessment that might have contributed to the episode of interest.
It is important to have been provided by the referrer with as much background information as possible to be able to structure the interview and assessment in the most effective and equitable manner possible.
On the basis of in-depth interview and assessment we then produce a detailed report with a primary focus on providing a series of recommendations that are evidence based and that cover immediate suitability for role, treatment, training and adaptations or adjustments that may be required to work.
We look at
The combination of structured interview and the use of a wide range of psychometric measures enables’ us to address questions such as:
- Measures of validity that provide an indication of any under or over reporting of symptoms and whether there is any tendency towards defensive behaviour; for example, putting on a brave face.
- Are there issues around the individual’s mental health?
- Is there any evidence of any Post Traumatic Stress Disorder (PTSD)?
- Are there any cognitive issues, for example, with concentration, memory, learning or attention?
- Any issues around attitudes to safety or disposition towards safety?