Organizations with safety-sensitive or high-risk positions may require a Post-Offer, Pre-Employment Psychological Evaluation after a conditional job offer has been made, but before employment begins. The Institute of Forensic Psychology (IFP) conducts these evaluations to help employers determine whether a candidate can safely, reliably, and effectively perform essential job functions, with or without reasonable accommodation.
These evaluations are commonly used for roles such as law enforcement, corrections, firefighting, emergency dispatch, armed security, aviation, and certain healthcare positions.
Purpose of the Evaluation
A Post-Offer, Pre-Employment Psychological Evaluation is designed to assess current psychological functioning as it relates directly to job performance and workplace safety. The evaluation is occupational and functional in focus, not treatment-oriented.
This evaluation:
- Occurs after a conditional offer of employment
- Assesses job-related psychological suitability
- Is distinct from a Fitness-for-Duty Evaluation, which typically occurs after employment has begun
What We Address
- Emotional stability and stress tolerance
- Judgment, decision-making, and impulse control
- Interpersonal functioning and communication
- Risk-relevant traits associated with safety-sensitive roles
- Ability to perform essential job functions with or without reasonable accommodation
The presence of a mental health diagnosis alone is not determinative and does not automatically disqualify a candidate.
Our Approach
IFP conducts Post-Offer, Pre-Employment Psychological Evaluations using a structured, evidence-based process:
- Clinical interview focused on current functioning and job-relevant psychological factors
- Review of relevant background information provided by the employer or agency
- Standardized psychological testing with established validity for occupational screening
- Evaluation of behavioral and functional capacities relevant to the position
The focus is on performance, safety, and reliability, not diagnosing mental illness or assessing general personality “fit.”
Legal and Ethical Considerations
Post-offer psychological evaluations must comply with the Americans with Disabilities Act (ADA) and applicable state laws. IFP’s evaluations are:
- Job-related and consistent with business necessity
- Applied uniformly to candidates within the same job category
- Limited to assessing psychological suitability for the role
Findings are reported in functional and behavioral terms, not diagnostic labels, whenever possible.
Reporting
IFP provides clear, objective reports that communicate outcomes such as:
- Psychologically suitable
- Suitable with conditions or recommendations
- Not psychologically suitable
Reports are designed to support legally sound employment decisions while respecting candidate rights and confidentiality.
Why Choose IFP
IFP is trusted by agencies and employers for post-offer evaluations because we provide:
- Evidence-based, occupationally focused assessments
- Clear differentiation from Fitness-for-Duty and clinical evaluations
- Legally informed reporting aligned with ADA standards
- Timely, professional communication throughout the process
We approach every evaluation with objectivity, rigor, and respect for both the organization and the individual.
Next Step
To request an evaluation, please contact IFP directly, and a member of our team will follow up with you shortly.