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IntegriQuest, LLC & Lafayette Instruments, Inc.

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Presentation on theme: "IntegriQuest, LLC & Lafayette Instruments, Inc."— Presentation transcript:

1 IntegriQuest, LLC & Lafayette Instruments, Inc.
Solutions for Public Safety & Security Screening RPIQ Andrew H. Ryan, Jr. Ph.D.

2 Selection Process Application Bio-Data Background Investigation
Credit History Criminal Records Check Polygraph Psychological Suitability Personal Interviews Employment/Training History Education History Personal History

3 Selection Base Rate Problem
Example 1,000 Law Enforcement Applicants (LEA’s) 100 Unacceptable (base rate = 10%) Assumed accuracy of screening process 90% Results 90 Unacceptable LEA’s disqualified 810 Acceptable LEA’s hired 10 Unacceptable LEA’s hired 90 Acceptable LEA’s disqualified

4 Applicant’s Rationale?
Evaluator: Have you ever participated in an act of domestic violence? Applicant: (thoughts) Well, actually, I did slap my spouse a few times. But if I told that to the evaluator I would not be hired. So, although I did hit her a few times, I’d better answer falsely. Yes, I’m going to lie to the evaluator now. Applicant: (aloud) No HIRED ?????

5 What are you looking for?
Applicants that are human, normal, free from pathology, good credit, educated, trainable, trustworthy, honest, free form addictive behaviors, good physical health, motivated to serve.

6 How do you find the right people?
Look at the whole person Get the information you need Go to the most direct source Provide your investigators with accurate information Cross validate your findings Focus on Integrity with Tolerance

7 Why Investigate Integrity?
Integrity and Deception is a prominent feature of a number of psychiatric disorders Antisocial personality disorder Malingering - Factitious - Conversion Disorders Addiction disorders

8 Discovering Integrity Old and New?
Integrity Testing Polygraph Examinations Psychological Evaluations Data Mining Emerging Capabilities/Technologies New Self Disclosure From The Source

9 Research on What Works Adjudicable Information
Majority of disqualifications are based on admissions made during or after a selection process interview Most hiring agencies use layered approaches Polygraph Background investigation Credit checks NCIC Medical/psychological evaluations

10 The Solution Psychometrics Investigative Techniques
Fuse all the data collection into an on-line self report application that will determine accuracy of statements through advanced algorithms and technology Psychometrics Investigative Techniques Algorithmic Patterns

11 Automated Self-Disclosure Ryan-Personal Information Questionnaire
1st Generation-Integrity Tests 2nd Generation-Psychological Tests Next Generation---RPIQ Fusion of Psychometrics & Data Mining Technology based on Integrity and Security

12 R-PIQ Advantages Self Report “Admissions” Remote Testing
Directs Investigative Resources Customizable Multiple Reports to Investigative Support

13 R-PIQ In Their Own Words
Integrity-Based Self Report On-Line Interview Format On-site Administration Instant Reporting Multiple Reports Customized for Agency Specific Needs

14 Q I R-PIQ When Integrity Counts In Their Own Words IntegriQuest, LLC
QUESTIONAIRE Candidate Information Family Background Law Enforcement Work History General Work History Training & Education History Drug & Alcohol Experiences Financial History Personal Background History Legal History Self Statements Agency Specific Items Self Termination Option FEATURES Integrity-Based Self Report Customized Agency Items On-Line Interrogative Style On-site Administration Deception Indicators Instant Reporting Multiple Agency Reports REPORTS Candidate Bio-Data General Narrative Summary Law Enforcement Work History General Work History Drug & Alcohol Experiences Financial History Personal Background History Legal Issues Self Statements Critical Items Follow-Up Inquiries Discrepancies In Their Own Words

15 Ψ Ψ AGENCY APPLICATION R-PIQ BACKGROUND REJECT R-PIQ REPORT City PD
DECISION PSYC OR REJECT City PD PSYC TESTING R-PIQ & PSYC REPORT FULL REPORT Ψ DECISION HIRE OR REJECT Ψ

16 Administering the RPIQ
Secure Log-in Candidate Tutorial Self-Terminate Option End Session (45 min.)

17 SECURITY VERIFICATION

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21 RPIQ Features No Omissions Must provide rationale for critical inquiry
Discrepancy Reporting Critical Items Changes in Response

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23 NO OMISSIONS

24 MUST EXPLAIN RATIONALE

25 Watching Mouse Movements
Changes in Response

26 Selection Process Remember This? Application Bio-Data
Background Investigation Credit History Criminal Records Check Polygraph Psychological Suitability Personal Interviews Employment/Training History Education History Personal History Remember This?

27 REPORTING AGENCY REPORT PSYCHOLOGIST REPORT CUSTOM REPORTS

28 RPIQ REPORT SECTIONS CANDIDATE BIO-DATA GENERAL NARRATIVE SUMMARY
SELF STATEMENTS CAREER CHOICE OTHER RELEVANT INFO DISCREPENCY FROM OTHER INFO

29 RPIQ REPORT SECTIONS CANDIDATE INFO FAMILY HISTORY
LAW ENFORCEMENT WORK HISTORY GENERAL WORK HISTORY TRAINING & EDUCATION MILITARY HISTORY

30 RPIQ REPORT SECTIONS DRUG & ALCOHOL PERSONAL BEHAVIOR
FINANCIAL HISTORY LEGAL & GENERAL FOLLOW-UP INQUIRIES CRITICAL ITEMS

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39 Selection Process Remember This? RPIQ DOES IT ALL! Application
Bio-Data Background Investigation Credit History Criminal Records Check Polygraph Psychological Suitability Personal Interviews Employment/Training History Education History Personal History Remember This? RPIQ DOES IT ALL!

40 RPIQ In Their Own Words

41 IntegriQuest, LLC & Lafayette Instruments, Inc.
Solutions for Public Safety & Security Screening

42 COMING SOON! RPIQ-HS Focus on National Security Threats for Large Metropolitan & State Law Enforcement Agencies.

43 Andrew H. Ryan, Jr., Ph.D. Dr. Ryan is the former Chief Psychologist for South Carolina law enforcement and was a sworn officer for the SC Department of Public Safety from Prior to that he was on faculty with the Psychology Department at the University of South Carolina and continues to serve as an adjunct professor for USC. Dr. Ryan also served with the USMC from He is the author of four books, and several chapters in college texts widely used by Universities and Colleges. He is a graduate of the FBI Crisis Negotiation School and is a guest instructor at the FBI National Academy. He has developed training programs, and screening procedures for all levels of law enforcement agencies and has conducted more than 10,000 law enforcement screening evaluations. He has presented at local, State, National, and International conferences on a variety of topics including childhood disorders, trauma, deception, stress and operational assistance in law enforcement. He is currently president of Assessment Resources in SC and Law Enforcement Personnel Services an affiliate of Genesis Behavioral Health Care in Georgia. Both organizations provide Police Psychological services to include assessment, training, consultation, and counseling. He is the founder of IntegriQuest, LLC of SC providing software programs for public safety and security applications.  He is a licensed psychologist in South Carolina and is an active member with the American Psychological Association and the National Association of School Psychologists. He has been appointed by the Governor of SC to serve as the Chair of the SC Licensing Board for Psychologists. He is the Chair for the Police Psychological Services Section of the International Association of Chief’s of Police and Chair of the American Psychological Association Division 18 Police & Public Safety Section. He has also served as president of the Council of Police Psychological Services, the SC Victims Assistance Standards and Certification Board and is a past member of the SC Governor’s Juvenile Justice Advisory Council.


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