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Ongoing Suitability and Mental Wellness

INSIGHTS FROM CEO

We have received questions recently about assessing the psychological suitability of current sworn employees. Some of our client agencies are deciding to implement psychological evaluations into their policy as a standard practice – sending sworn personnel every year, two years, or beyond to determine their suitability in their current position. Departments are also providing support opportunities for their sworn and non-sworn employees through Wellness Appointments and in some cases, short-term counseling. The differences between the two are that Wellness Appointments would typically be provided to all employees, on a yearly or bi-yearly basis, and the employer would receive a document that they attended. Unlike short-term counseling, which would be confidential and scheduled by the employee after a pre-determined amount of sessions has been approved and available to all personnel on an as-needed basis. 

Annual Psychological Evaluations 
FMRT psychologists assess ongoing suitability for the position, which may include special teams. The clinician will identify any barriers to the continued assignment. The employer will receive a final report describing any found behavioral, cognitive, psychological, and/or substance use barriers to the employee’s continued suitability for his or her position.
Annual evaluations of current employees may occur every year, biannually, or beyond. These are NOT Fitness for Duty Evaluations. 
 
Report findings will be either: Identified or No Identified Psychological Barriers to Continued Employment.

Wellness Appointments
Wellness appointments are confidential opportunities for the employee to speak with a culturally-sensitive mental health professional. These appointments are for one hour.
The psychologist will explore:

  • Work challenges, adaptation, and coping with essential job functions, both perceived strengths, and relative weaknesses
  • Availability of family, social, church and other support systems
  • Knowledge of professional resources available to them through their work and/or community (family doc, EAP, private providers, etc.)

The employee will also receive psycho-educational material for reference.
The employer will receive: Attended/Did Not Attend document.

Counseling  
Safety-sensitive focused short-term counseling is recommended for employees when there are work-related problems that go beyond the scope of EAP or when the employee would prefer to speak with a culturally-sensitive psychologist. Unlike FMRT’s evaluations, our dedicated psychologists do establish doctor-patient confidentiality.

“The most successful people in life are the ones who ask questions. They’re always learning. They’re always growing. They’re always pushing.”
– Robert Kiyosaki. 


Contact us to learn more – let us gain knowledge from one another. 

 

Elizabeth Morris, M.A.

CHIEF EXECUTIVE OFFICER

Phone: 336-761-0764 ext. 1011

Email: elizabeth@fmrt.org 


FMRT Updates

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