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

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

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

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.