Police-Encounters-With-People-In-Crisis

1. The Emergency Task Force
29. Psychological screening evaluations for the ETF are conducted for the most
promising candidates that emerge from the initial screening and assessment processes
for the role. These psychological evaluations consist of both personality and cognitive
testing, as well as a comprehensive interview with a TPS psychologist that lasts on
average 2.5 hours. The psychologist is asked to rule out both psychopathology and other
personality or cognitive variables that would interfere with the safe and effective
discharge of the duties of an ETF officer, in a manner similar to the screening for new
constable selection.
30. Key psychological competencies for an ETF officer include: a stable mood and
ability to remain calm under stress and conditions of extreme fatigue; 18 good aptitude
with teamwork; an ability both to follow and lead; an ability to put aside personal
differences; dedication to the job without grandstanding; a personal sense of ethics and
justice; a commitment to the mission and work of the ETF; sufficient self-esteem to
accept responsibility for his or her actions, including the fatal deployment of a weapon;
an interest in personal challenge and growth; willingness to use emotional supports,
both within and beyond the team; patience and low impulsivity; intelligence, with strong
analytical thinking ability; precision and attention to detail; sustained and selective
attention skills; ability to take initiative; and flexible thinking.
31. In the case of evaluations of ETF candidates, the TPS psychologists do not
provide a report for the selection committee to review, but rather are invited to review
the results of the psychological assessments and their recommendations with the ETF
selection committee in person. This discussion enables the psychologists to
communicate any concerns raised in relation to the suitability of candidates for the
duties of an ETF officer, and to discuss with the selection committee whether and how
these concerns may be alleviated. As noted above, I am of the view that this second stage
of involvement for the psychologists provides a greater opportunity for consideration of
their insights. The implementation of a similar second stage for psychologist
involvement during the new constable selection process may allow for increased
collaboration and a more open dialogue between the selection committee and the
psychologists.
2. Critical Incident Response Team
32. As discussed in more detail in Chapter 9 (The Mental Health of Police Personnel),
the Critical Incident Response Team is a peer support team of TPS members who
volunteer to help their peers debrief traumatic incidents and manage their emotional
responses to those incidents. All civilian and uniformed members of the TPS who
volunteer for assignment to the CIRT are required to complete a psychological screening
evaluation as part of the selection process and an interview with a psychologist that lasts
18
The Newark Police Department also requires that Emergency Response Team (ERT) applicants have a “proven record of
remaining calm in situations involving severe physiological and psychological stress”. However, related Newark Police
Department policies do not indicate any formal psychological screening procedures with respect to ERT applicants. See Newark
Police Department, Emergency Operations Manual, “Emergency Response Team Standard Operating Procedures” (Newark, NJ:
Newark Police Department, undated) at 11.
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