Fitness-for-Duty Evaluation

Fitness-for-Duty Evaluation

Introduction

Police officers having identified or surmised psychological or behavioral issues often display intricate concerns for supervisors. For instance, an officer who demonstrates a marked modification in conduct or attitude that is perplexing, terrifying, fear- provoking or annoying to his administrators and colleagues and if that officer was once a prolific and esteemed employee of a department then such an officer can have not only an intense impact on public safety but also on the morale, effectiveness and productivity of the organization. A problem officer has been once recognized, appropriate diligence must be exercised by public safety department so as to safeguard itself from accountability for the officer's deeds, in addition to shield the officer, his colleagues and the community from possible damage. Besides, the department often desires to spare his career if possible by any means as the department has profound personal interest for the officer.

A law enforcement officer that is an under oath police officer or a deputy officer etc. can be requested or ordered by Public Safety agencies to undertake a Fitness for Duty evaluation to find out or verify if the officer is conducting such behavior that would hamper with his capability to perform efficiently on the work, and in an attitude favorable to public safety and the wellbeing of colleagues as well.

Recommendations for fitness for duty are suitable in two circumstances. One would be subsequent to an unpleasant event, either on duty or after the working hours, where verdict or behavior of an officer moves up severe concerns regarding his capacity to perform the job safely. Another situation would be when job performance or behavior of an officer on or off the job gives rise to suspicion among supervisors, related people and associates on the subject of the officer's ability, and it is taken into the notice of the officer's boss. Incidents like excessive force, arrests, DUI, fights, automobile accidents and domestic violence fall under the category of the former situation while cases of the latter include on or off the job manners for instance too much non-attendances or sick time abuse; refutation to obey routine orders, fury to associates; perceived alcohol or drug use; inordinate complaints of inmate, citizen or co-worker.

When an employee of a law enforcement agency has a personal, behavioral or psychological issue which is impacting the workplace, difficult questions can be raised regarding the performance of duties by officer either under normal routine circumstances or under critical conditions or high levels of stress.

Though there is often an apparent association among psychological issues and workplace performance, addressing with these problems necessitates a clear consideration of the issues implied, impact on performances at workplace, available modifications at workplace, and the appropriate mental health involvement. (Fischler, 2000; Fischler & Booth, 1999). Information could be provided to public safety administrator by means of psychological fitness-for-duty evaluation that will serve to shed light on these issues and provides a solution to the questions coming up from them. (Fischler Gary ...