IPAS Fitness for Duty (FFD) Evaluations
When to Request an FFD Evaluation
FFD evaluations are typically requested when:
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An employee exhibits concerning behavior that may reflect a psychological impairment
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There are significant performance or conduct issues that raise safety concerns
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An employee is returning to work following a psychological leave of absence
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A supervisor or HR professional has documented concerns about emotional stability, impulse control, or judgment under stress
Evaluation Process
Each evaluation includes the following components:
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Referral Review
We begin with a review of the referral question, relevant policies, job description, and documentation of observed behaviors or incidents. -
Clinical Interview
A licensed psychologist conducts an in-depth clinical interview, focused on job-relevant psychological functioning. -
Psychological Testing
Standardized instruments are selected to assess areas such as emotional stability, impulse control, stress tolerance, cognitive functioning, and behavioral risk. -
Collateral Review
With appropriate authorization, we may review treatment records, incident reports, and input from treating providers. -
Comprehensive Report
The final report answers the referral question, evaluates psychological fitness in relation to the essential job functions, and includes clear, defensible recommendations.
Our Expertise
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All IPAS FFD evaluators are:
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POST Certified to conduct fitness evaluations in California
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Members of the IACP Police Psychology Section
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Experienced in both civilian and sworn personnel evaluations, including law enforcement, fire, corrections, dispatch, and safety-sensitive roles
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Knowledgeable in ADA, GINA, EEOC, and relevant case law, ensuring that evaluations are consistent with legal and ethical obligations
ob functions, and includes clear, defensible recommendations.
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Key Principles
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Impartiality: We are neutral third-party evaluators, not advocates for either the employer or the employee.
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Confidentiality: Reports are shared only with the authorized referral source.
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Clarity: Reports are written in clear, job-relevant language that addresses the referral question directly.
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Ethics-Driven: Evaluations are conducted in accordance with APA ethics, POST guidelines, and federal/state law.