Inappropriate and Threatening Correspondence Analysis and Management
We review and analyze all forms of received threats (written letters, faxes, e-mail, photographs, audio or video files, and items sent) from either anonymous or identified persons or groups of interest. The correspondence is first screened to identify any risk-enhancing or risk-reducing characteristics and then a brief telephone interview is conducted with the organization’s contact person to better understand contextual, subjective, and motivational factors, for example. The threat is then assigned a risk level (low, moderate, or high) and is paired with specific interventions before making a recommendation to refer for further analysis, investigation, and assessment.
Direct Psychological Violence Risk and Threat Assessments
This assessment is most appropriate for organizations with concerns about employees who violate workplace violence prevention policies. We conduct a comprehensive psychodiagnostic assessment using psychological test procedures and interview techniques with the employee. We provide immediate feedback with a comprehensive written report to follow which addresses the risk potential and provides intervention strategies to mitigate the situation in question.
Indirect Psychological Violence Risk and Threat Assessments
This assessment differs from a direct assessment in that the individual in question does not participate in the psychodiagnostic assessment. Organizations that request an indirect assessment are typically not referring employees. Rather, they may have concerns about a disgruntled or potentially dangerous former employee, client, vendor, or other third party individual or group. We review all available documents (criminal history, surveillance media, and inappropriate communications) and conduct collateral interviews with all identified individuals involved, but not with the individual in question. The goal of this assessment is to address the individual’s risk potential and discuss immediate and long-term case specific interventions to mitigate the situation in question.
Corporate Fitness for Duty Psychological Evaluation
This assessment is most appropriate when an organization wants to evaluate an employee’s ability to perform the essential job requirements. Most referrals are made after the employee receives supervisor concerns or complaints, or presents with a sudden decline with respect to the employee’s performance, attendance, attitude, or behavior. We conduct a comprehensive psychodiagnostic assessment using psychological test procedures and interview techniques with the employee. We provide immediate feedback with a comprehensive written report to follow which address the employee’s ability to perform essential job requirements and provide intervention strategies (return to work plan). If requested, we can also address the employee’s violence risk potential.