FMRT follows the International Association of Chiefs of Police (IACP) guidelines for fitness for duty evaluations (FFDE). IACP asserts that fitness for duty evaluations arise due to (1) objective evidence that the employee may be unable to safely or effectively perform a defined job and (2) a reasonable basis for believing that the cause may be attributable to a psychological condition or impairment.

As a result, our fitness for duty opinions spring from:

• Knowledge of the specific job functionalities
• Knowledge about department concerns regarding specific job-related issues
• Psychological, medical, and behavioral findings during the time of the evaluation

FFDE will include clinical consultation and mental status examination with the employee, review of relevant records, relevant psychological and/or laboratory testing, and a general physical (if referred for Medical FFDE due to a work-related nexus or after FMLA and clearance from PCP). After evaluation, you receive our concise, written report that addresses the specific question: Is this employee able to safely perform essential job functions at this time?

Report findings will be either: Fit for Duty or Not Fit for Duty.

Critical Incident (CI) appointments are confidential opportunities for the employee to speak with a culturally-sensitive mental health professional. These appointments are typically scheduled within 48-72 hours, dependent upon employer needs.

The psychologist will explore:

• Responses/reactions to an event
• Availability of family, social, church and other support systems
• Knowledge of professional resources available to them through their work and/or community (family doc, EAP, private providers, etc.)

The employee will also receive psycho-educational material for reference, in addition to a three-month follow-up with the psychologist.

The employer will receive “Attended/Did Not Attend” as the only feedback.

FMRT psychologists assess ongoing suitability for the position, which may include special teams. The clinician will identify any barriers to the continued assignment. The employer will receive a final report describing any found behavioral, cognitive, psychological, and/or substance use barriers to the employee’s continued suitability for his or her position.

Report findings will be either: No Identified Psychological Barriers to Job Functioning or Identified Psychological Barriers to Job Functioning.

In accordance with the 2016 IACP Psychological Services Peer Support Guidelines, The FMRT Group supports the department with implementation, evaluation of prospective members, and ongoing training based on the “Psychological First Aid” model. Clinicians are available when needs go beyond the roles of the peer support team members.

Report findings will be either: Psychologically Suitable or Not Psychologically Suitable.

The FMRT Group helps with customized evaluations for tactical, undercover, or other special teams. These evaluations are designed to explore intellectual, work ethic, and personality characteristics demanded by the special assignment.

Report findings will be either: Psychologically Suitable for Specialized Assignment or Not Psychologically Suitable for Specialized Assignment.

A number of FMRT’s client agencies require post-deployment appointments of their returning veterans, as part of their standard protocol. We encourage agencies to offer all returning veterans this service. Following a similar format as a critical incident appointment, we view these sessions as a service to the employee and an opportunity to educate and inform about possible adjustment issues and avenues for help.

These are not fitness for duty evaluations because there are no work-related problems to address if the veteran has not returned to work. The feedback agencies receive consists of “Completed” or “Did Not Complete” reports.

The employer will receive “Completed” or “Did Not Complete” as the only feedback.

Psychological Promotional Evaluations.

Licensed clinicians review referral information and any performance or assessment data before assessing candidate background histories, cognitive abilities, interpersonal skills, and leadership abilities. These assessments focus on psychological and leadership style factors.

Report findings will be either: No Psychological Barriers to Promotion or Psychological Barriers to Promotion

Risk of Violence (ROV) evaluations complement and extend fitness for duty evaluations to inform employer decisions about an employee. ROV evaluations are based upon consideration of both dynamic and stable risk factors regarding violence or dangerousness and informed by comprehensive psychological examination(s) with mental status examination(s), psychological testing, and clinical consultations(s) with the employer and/or others including treatment providers and law enforcement.

Report findings are noted as either “low – moderate – high” risk within the context of either: Fit for Duty or Not Fit for Duty.

The FMRT Group offers a number of training opportunities specific to safety-sensitive psychological and medical needs. Some of our training topics include:

• Biographical Information in Public Safety (The FMRT BRAINS™ Assessment)
• Anxiety Disorders: Signs, Symptoms, and Severity
• Fitness for Duty Evaluations vs. Critical Incident Appointments
• Recognizing Stress and Burnout: Putting Difficult Assignments into Perspective
• Communication and Culture
• Improved Decision-Making Skills and Ethics
• Managing Disordered Offenders
• Using Bio-Data Effectively
• Post-Shooting Trauma
• Community Policing
• Executive Coaching

Our team is also happy to develop customized training catering to the employer’s needs. For example, in our peer support training, public safety peer support members are trained to recognize and address each other’s needs, which creates a healthy and supportive culture that decreases incidence of administrative actions. Peer-to-peer support also provides a network of response following critical incidents, line-of-duty deaths, and personal problems impacting work performance.

Workshop participants will:

• Learn about the peer support model
• Become aware of specific and personal work stressors
• Gain basic skills in understanding and addressing work stressors
• Receive resources for promoting peer support in their individual department

In our team-building training, attendees learn that success comes as much from team cooperation as from individual performance. Successful team formation and development is critical to achieving superior team performance. Team building focuses on developing specific team dynamics of trust, constructive conflict, commitment, accountability, and attention to achieve superior team performance.

The FMRT Group provides coaching services to address behavioral issues in the workplace. Coaching helps to identify obstacles to success, as well as to develop a plan to achieve goals in the client’s work and professional life. The constructive feedback provided in coaching is designed to help the individual realize potential. An initial meeting includes the client, the client’s employer, and the coach. The three can collectively identify specific behaviors and specific goals that would be relevant and beneficial. A final meeting with the client, employer and coach will occur to discuss progress.

The employer will receive “Attended/Did Not Attend” as the only feedback.

A specialized psychologist offers short term counseling when there are work-related problems that go beyond the scope of EAP or when the employee would prefer to speak with a culturally-competent psychologist. These dedicated psychologists do establish doctor-patient confidentiality. Counseling appointments are for the benefit of the employee; therefore, the employer will not receive any documentation or recommendations regarding these appointments.

The employer does not receive any information.

Wellness appointments are confidential opportunities for the employee to speak with a psychologist or psychological associate. These appointments are for one hour.

The clinician will explore:

• Work challenges, adaptation, and coping with essential job functions. Perceived strengths and relative weakness
• Availability of family, social, church and other support systems
• Knowledge of professional resources available to them through their work and/or community (family doc, EAP, private providers, etc.)

The employee will also receive psycho-educational material for reference.

The employer will receive “Attended/Did Not Attend” as the only feedback.