About the Your next hire is full of potential. The potential for excessive force, sexually offensive conduct and a million dollar lawsuit. Incidents of police misconduct have an adverse impact on public perception of
the police department and despite your best efforts, some high-risk applicants slip through.
Date
PAY
01/15/13
Amount
MISCONDUCT IS EXPENSIVE
Plaintiff
$33 Million
RE.
POLICE
To the order of
The M-PULSE is a screening instrument designed for law enforcement officer selection. It can be used either pre-offer to identify a candidate’s liability potential, or post-offer as part of a total assessment battery. Using the M-PULSE helps law enforcement agencies make informed decisions by drawing attention to candidates with the kind of potential that can damage the trust you’ve worked hard to build.
Settlement Funds
1
BUT THE
GREATEST COST IS
LOSS OF
% 50 Public Opinion 2
PUBLIC TRUST
...AND IT ONLY TAKES
ONE
TO WIPE OUT THE
EFFORTS OF 100s
OF GREAT OFFICERS
How do You Protect Your Department From That ONE ? Easily Identify At-Risk Officers With M-PULSE Reports
Provide Evidence That You Followed Best Practices
Profile Reports provide a graphical display
Using an assessment with strong research support demonstrates that you made a well-informed hiring decision. The M-PULSE is a statistically valid and highly reliable tool that research has shown can correctly predict 86% of liability cases3. The normative sample consists of 2,000 officer candidates from multiple sites across the U.S. This large and representative normative sample means that you can trust your results to be accurate, and provide evidence to support your decision if any cases come in to question.
of liability, empirical, and validity scale scores, as well as a list of individual item responses. These reports are helpful to assess liability risks.
Follow-Up Reports provide an opportunity to track officer conduct post-hire.
“
With a limited budget it is difficult at times to conduct as thorough a background investigation as we would like. The M-PULSE Testing has proven to be a cost effective way to get an insight into an applicant’s personality and dependability and has helped me tremendously in making hiring decisions. - College Police Chief
”
Results Help You to Discover Job Specific Areas of Risk
Gauge Attitudes, Values, and Beliefs With a Direct Relevance to Law Enforcement
Interpersonal Difficulties Chemical Abuse/Dependency Off-Duty Misconduct
NEGATIVE SELF ISSUES
Procedural and Conduct Mistakes
Negative Emotions
Property Damage
Egocentricism
Misuse of Vehicle
Inadequate Views of Police Work
Motor Vehicle Accidents
Poor Emotional Controls
Discharge of Weapon
PERCEPTIONS OF LAW ENFORCEMENT
Inappropriate Use of Weapon
Overly Traditional Officer Traits
California POST Scales Liability Scales
Excessive Force Racially Offensive Conduct
Suspiciousness
Sexually Offensive Conduct
UNETHICAL BEHAVIOR Lack of Personal Integrity
Law Suit Potential
Negative Views of Department/Leadership
Criminal Conduct Reprimands/Suspensions
Amorality
Potential for Resignation
UNPREDICTABILITY Risk Taking
Potential for Termination
Novelty Seeking
Low Risk
Average
Some Concerns
At Risk Positive Mid-Range Negative
Measure Facets of Personality That are of Prime Importance to Police Work
Impression Management
Test Attitude
Ensure Accurate Results
Probably Valid
Possibly Invalid
Probably Invalid
Validity Scales
Unprofessional Conduct
Empirical Scales
Inappropriate Attitudes About the Use of Force
Designed for Law Enforcement Whereas other psychological assessments measure overall patterns of personality and psychological disorders, the M-PULSE is specifically designed to measure future job performance of law enforcement officers. A comparison between a commonly used alternative, the MMPI-2, and the M-PULSE demonstrates the value of an assessment that is designed for your candidates. A recent study3 found no relationship between results of the M-PULSE and MMPI-2, demonstrating they do not measure the same traits. Specifically, the study found that: • The M-PULSE is a more accurate and consistent predictor of misconduct • Officers who commit liabilities score higher on the M-PULSE
“
The M-PULSE exam has proven to be a very cost effective tool for helping our department to screen potential candidates. We have used it to focus our background investigation and to ensure we have a complete evaluation of the candidate. The first time we used the instrument, we were able to identify an area that was completely missed in the background. As a result, we eliminated the individual and saved the department from making a bad hire. - Calea Accredited Agency Chief
”
Benefits of Using the M-Pulse Online • Save Time
Fast, easy, and accurate administration with automated scoring
• Improve Efficiency and Accuracy When items are absent prompts appear to ensure information is not missed
• Assess From Anywhere
View reports with an online connection
• User-Friendly
Easy to use interface for administrators and respondents
Speak to an assessment consultant about implementation options Multi-Health Systems Inc. USA Tel: 1.800.456.3003 / CAN Tel: 1.800.268.6011 A S S E S S M E N T S
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mhs.com • customerservice@mhs.com
MHS.com/MPULSE
t ing tool. It has been one of the bes een scr ent ym plo -em pre E LS PU the Mhad this tool We started three years ago using . I feel confident that if we nts lica app of ing een scr r offe . al indicators in the pre-condition el that cause issues for us nn rso pe the of me so ed not hir s after M-PULSE in the past we would have with the applicants in our proces ed tinu con we t tha r yea t firs the l and There were a couple times in s, through sit-down psychologica ces pro r offe l ona diti con the in Later e M-PULSE is indicated potential problem areas. proper fit for our organization. Th the not s wa nt lica app the t tha blem employee. polygraphs, we were convinced ney, not to mention a possible pro mo and e tim us ed sav ed ow foll accurate, and when - University Police Chief
”
The M-PULSE Test is the best pre-employment tool we have implemented here at our department. We use it during the pre-conditional offer phase and use it to guide our background investigations. For example, if the M-PULSE says the candidate has difficulty with interpersonal relationships, then as we are contacting employers and references, we ask specific questions about how they get along with others, any issues “affairs” etc. When we did not listen to the M-PULSE and hired anyway (only happene d once), we regretted it and that person is no longer with us. So to answer the question, yes it has prevente d us from hiring people that have had no business being in the business. - Municipal Police
References
”
Chief
1. Heinzmann, D. (2013, January). Chicago to pay $33 million to settle 2 cases of police misconduct. Chicago Tribune. Retrieved from http://articles.chicagotribune.com/2013-01-15/ news/ct-met-chicago-police-abuse-settlements-0115-20130115_1_eilman-case-police-misconduct-christina-eilman 2. Weitzer, R. (2002). Incidents of misconduct and public opinion. Journal of Criminal Justice, 30, 397– 40. 3. Williams, K.M., Davis, R.D., & Rostow, C.D. (2011, August). Comparing the M-PULSE Inventory and MMPI-2: Empirical overlap and the prediction of liability outcomes in 7,161 law enforcement officers. Paper presented at the 2011 annual meeting of the American Psychological Association, Washington, D.C.