Use of the Faust Protocol® for Law Enforcement Pre-Employment & Fitness-for-Duty Psychological Evaluations
1. How does the Faust Protocol® improve cost efficiency and reduce liability?
The Faust Protocol® is a "Registered Trademark" methodology registered with the U.S. Patent and Trademark Office (USPTO), developed over 30+ years of practice, and devoted specifically to high-stakes, public-safety evaluations. By virtue of its Registered designation, it is recognized as a unique and additive approach to this work, with the Protocol enhancing the predictive accuracy of psychological screenings, leading to more reliable hiring outcomes.
Through improved selection, our methodology strives to decrease the incidence of premature resignations, terminations, and costly litigation resulting from untoward behavior and/or procedural mistakes which can adversely impact the public trust. Over time, this translates to significant savings for the hiring entity by decreasing the financial and operational toll of poor hires and preventable risk events.
2. Why should our department hire Faust Psychological Services to conduct psychological evaluations?
I provide first responder agencies with comprehensive, objective, and defensible psychological evaluations that meet operational, ethical, and legal standards. My approach minimizes liability, facilitates sound hiring decisions, and promotes workforce resilience and readiness.
3. What distinguishes Faust Psychological evaluations from those of other providers?
My evaluations are rigorous, role-specific, and grounded in current best practices. Reports are decision-focused, clearly written for both administrative and legal review, and supported by validated and regularly updated assessment tools and structured clinical interviews.
4. Are your evaluations POST-compliant and legally defensible?
Yes. I adhere to POST standards (where applicable), as well as guidelines from the International Association of Chiefs of Police (IACP), the Police Executive Research Forum (PERF), the American Psychological Association (APA), the ADA, the EEOC, and relevant case law. I ensure each evaluation follows a consistent methodology with proper documentation to support legal defensibility.
5. How do you ensure fairness, objectivity, and cultural competence in evaluations?
I follow a structured, evidence-based process designed to reduce bias, expression of bias, and ensure consistency. A component of our evaluation includes assessment of intercultural competence and we adhere strictly to ethical guidelines, ensuring evaluations are both equitable and defensible.
6. How quickly can our department expect results?
We can typically provide confirmation of results within 24 hours, with full report turnaround time from 3-5 business days from the date of evaluation. Expedited reporting is always available when operational needs require prompt decision-making and reporting.
7. Do you provide pre-employment, fitness-for-duty, and post-critical incident evaluations?
Yes. Pre-employment screenings assess psychological suitability for the demands of the first responder position, while fitness-for-duty and post-critical incident evaluations address concerns regarding an incumbent officer’s current psychological capacity to safely return to and perform essential job functions.
8. What if we require Evaluation or Intervention services, but we are not in your geographic area?
I hold an E. Passport Issued by the ASPPB, which provides Authority to Practice Interjurisdictional Telepsychology (APIT). This enables me to provide remote evaluation as well as intervention for first responders who require Pre-employment and/or Fitness for Duty services as described. The APIT is issued by the PSYPACT Commission to practice under the authority of PSYPACT, and qualifies me to provide telepsychology across the United States with the current exceptions of: Alaska, California, Louisiana, New Mexico, Oregon, and Puerto Rico.
9. What psychological instruments do you use?
I employ a range of robust, empirically validated assessment instruments tailored for first responder contexts. I am a member of the Society for Police and Criminal Psychology (SPCP), which affiliation provides access to the most current psychometric tools and standards used in this process. I work with each referring entity to choose the most relevant instruments based on the nature of the evaluation and the specific needs of the department, ensuring relevance and the creation of a legally defensible report.
10. How do you handle evaluations that may carry legal implications?
I approach all cases with precision, objectivity, and full documentation. Reports are written with the understanding they may be scrutinized in internal reviews, arbitration, and/or litigation. I am also available to provide expert consultation or testimony as needed.
11. What is your experience with law enforcement personnel?
I have conducted thousands of psychological evaluations for first responder entities, including pre-employment, fitness-for-duty, and critical incident follow-ups for Return to Work (RTW) determination. I am highly familiar with the first-responder occupational culture and the unique psychological demands of the first-responder and command staff professions.
12. Can you assist with department policy development and/or refinement?
Yes. I am available to consult on creating or updating departmental policies related to psychological evaluations, including selection protocols, fitness-for-duty procedures, facilitating employee access to relevant intervention, and compliance with relevant statutes and case law.