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Our evaluation procedures and protocols have been carefully developed and refined by members of the Stone, McElroy & Associates team over the years and utilized extensively, effectively, and legally in tens of thousands of evaluations performed on behalf of hundreds of client organizations. These procedures, which we call risk-management psychological evaluations, have been specifically developed for use in this highly specialized forensic activity that requires different training and a different approach from that required for traditional psychological or psychiatric practice. Whereas traditional practice focuses on the welfare of individual patients, our approach is geared toward identifying risk factors in normal individuals who occupy or plan to occupy positions within defined organizational settings. While our evaluations are in part geared toward assessing the presence or absence and the nature of mental impairments (which is the objective of traditional psychological practice), our evaluations go much further. In brief, our objective is to determine the ways in which specific job categories are vulnerable to certain personality characteristics and to then whether and to what extent individuals have (or lack) such qualities.

For example, in screening law enforcement personnel, some of the critical psychological job requirements are the ability to tolerate substantial stress; to be honest, responsible, and well controlled; and to be able to respond authoritatively and decisively in the face of pronounced conflict. While these qualities are obviously only a small portion of the array of important personal qualities to be evaluated in law enforcement candidates, they highlight the fact that our evaluations go well beyond simply determining the presence or absence of mental illness. In fact, the approach we take in both screening and fitness evaluations is to identify critical psychological characteristics for the position and to use psychological methods to evaluate individuals in those areas.

Such an approach requires a strong focus on the anticipated demands of particular jobs or assignments. Thus, in addition to expertise in psychological assessment, our practice requires knowledge of particular jobs or the technology to identify critical characteristics via a job analysis. Moreover, unlike traditional areas of psychological- psychiatric practice, the objective is to balance organizational needs with legal standards mainly in the areas of employment, disability, civil rights, and privacy law.

Stone, McElroy & Associates' commitment to serving the needs of our client organizations while respecting the rights and dignity of candidates and employees is the cornerstone of our practice. We feel privileged to serve our client organizations and are proud of our loyal client base and our steady growth over nearly thirty years.