R-PIQ: Advanced Screening for Public Safety & Security

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

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 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-DisclosureRyan-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-PIQIn 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 IntegriQuest, LLC R-PIQ When Integrity Counts FEATURES Integrity-Based Self Report Customized Agency Items On-Line Interrogative Style On-site Administration Deception Indicators Instant Reporting Multiple Agency Reports 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 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. AGENCY APPLICATION R-PIQ BACKGROUND R-PIQ REPORT REJECT 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 • 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? • Application • Bio-Data • Background Investigation • Credit History • Criminal Records Check • Polygraph • Psychological Suitability • Personal Interviews • Employment/Training History • Education History • Personal History RPIQ DOES IT ALL!

40. RPIQ In Their Own Words

41. IntegriQuest, LLC& Lafayette Instruments, Inc. Solutions for Public Safety & Security Screening IntegriQuest@msn.com www.RPIQ.com

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 1992-1999. 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 1969-1975. 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.