Preemployment psychological evaluation utilizing personality inventories is common in law enforcement settings. The Revised NEO Personality Inventory (NEO PI-R), developed from the five-factor theory of normal personality functioning, has proven useful in personnel selection. This study examined the predictive validity of NEO PI-R facet scales for predicting academic, firearms, physical, and disciplinary elements of police academy performance, as well as academy graduation. Results indicated that recruits higher in Values and lower in Excitement-Seeking did better academically, those lower in Anxiety did better at firearms, and those lower in Deliberation and Fantasy and higher in Activity did better in physical training. In a logistic regression analysis, Excitement-Seeking, Ideas, and Values predicted disciplinary memos, whereas Self-Consciousness, Altruism, Feelings, Order, Positive Emotions, and Vulnerability predicted absenteeism. Vulnerability to stress was the sole multivariate predictor of graduation. The use of the NEO PI-R as a selection instrument for police officers appears promising.

McRae, 1992) measures the 5-factor model of personality (Neuroticism, Extraversion, Openness, Agreeableness, Conscientiousness) and 30 specific personality facets within these domains. Researchers in personnel selection are beginning to use the NEO PI-R to describe the personality characteristics of high-functioning employees, including police officers. Here, 100 field training officers (FTOs) described the "best" entry-level police officers they had supervised, using the NEO PI-R Form R (Observer form). The resulting profile was notable for low Neuroticism, high Extraversion, and high Conscientiousness. NEO PI-R profiles of very high-and very low-performing entry-level officers were then compared. The low-performing group had higher Neuroticism and lower Conscientiousness scores than the high-performing group. The latter group was notable for low Neuroticism and high Conscientiousness scores that were similar to those obtained from the FTO sample. Results are relevant to identifying personality characteristics of high-performing entry-level police officers.

Positive response distortion is common in the high-demand context of employment selection. This study examined positive response distortion, in the form of underreporting, on the Minnesota Multiphasic Personality Inventory-2-Restructured Form (MMPI-2-RF). Police officer job applicants completed the MMPI-2-RF under high-demand and low-demand conditions, once during the preemployment psychological evaluation and once without contingencies after completing the police academy. Demand-related score elevations were evident on the Uncommon Virtues (L-r) and Adjustment Validity (K-r) scales. Underreporting was evident on the Higher-Order scales Emotional/Internalizing Dysfunction and Behavioral/Externalizing Dysfunction; 5 of 9 Restructured Clinical scales; 6 of 9 Internalizing scales; 3 of 4 Externalizing scales; and 3 of 5 Personality Psychopathology 5 scales. Regression analyses indicated that L-r predicted demand-related underreporting on behavioral/externalizing scales, and K-r predicted underreporting on emotional/internalizing scales. Select scales of the MMPI-2-RF are differentially associated with different types of underreporting among police officer applicants.

Normative data on the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) for police officer applicants can be useful to psychologists involved in law enforcement selection. The relation of the MMPI-2 to an established police officer screening tool-the Inwald Personality Inventory (IPI)-helps practitioners evaluate the validity of the MMPI-2. The MMPI-2 and IPI were administered to 467 police officer applicants. MMPI-2 profiles were defensive, with elevations on L and K, low scores on Scales 2 and 0, and extreme Scale 5 scores. Correlations with the IPI were moderate for MMPI-2 clinical scales but substantial for two validity scales. MMPI-2 K correction influenced correlations considerably, a finding with implications for interpretation of MMPI-2 data on police officer applicants.Recent court rulings and federal guidelines have made psychologists essential to the selection process for law enforcement applicants (Moriarty & Field, 1994). In turn, the widespread use of psychological assessment as part of this process has made normative and validity data on psychological assessment instruments crucial to the psychologist engaged in selection work (Scogin, Schumacher, Gardner, & Chaplin, 1995). In practice, consistent with the requirements of the Americans With Disabilities Act (ADA; Equal Employment Opportunity Commission, 1992), a psychological screening process is typically undertaken following a conditional offer of employment from the police department to the applicant (Hibler & Kurke, 1995). Guidelines for this process were recently revised by the International Association of Chiefs of Police (IACP; Curran, 1998). The new guidelines comprise 22 PAUL DETRICK received his PhD in clinical psychology from the University of Southern Mississippi in 1977. He serves as director of Florissant Psychological Services and psychological consultant to numerous law enforcement agencies in the St. Louis, MO, area. JOHN T. CHIBNALL received his PhD in applied social psychology from Saint Louis University in 1994. He is an associate professor of psychiatry at Saint Louis University School of Medicine. MARTIN Rosso received his PhD in psychology from the University of Missouri-Columbia in 1986. He serves as a psychologist with Florissant Psychological Services, with specific interest in psychological assessment. THE AUTHORS thank Sarah Crank, Mariann Luther, and Dinah Michael for their helpful assistance with this project. Special thanks also are offered for the sharing of unpublished nongendered MMPI-2 norms provided courtesy of the University of Minnesota Press.

Understanding and detecting response distortion is important in the high-demand circumstances of personnel selection. In this article, we describe positive response distortion on the Revised NEO Personality Inventory (NEO PI-R; Costa & McCrae, 1992) among police officer applicants under high and low demand conditions. Positive response distortion primarily reflected denial/minimization of Neuroticism and accentuation of traits associated with moralistic bias (Agreeableness and Conscientiousness). Validity of the NEO PI-R research validity scale, Positive Presentation Management, was weakly supported with respect to the Neuroticism domain only. Results will be useful in interpreting personality inventory results in the police personnel selection process.