For a variety of reasons, individuals who have been declared fit for duty during the initial selection and hiring process may later present behaviors that call for an examination of fitness. Performance may become impaired due to factors such as job related crises, shift adjustment problems, ineffective coping strategies, health concerns, personal conflicts or other reasons. These stressors can impair the level of performance required of the employees, thereby potentially placing themselves and others at risk.
The purpose of a fitness-for-duty evaluation is to help an agency determine an employee’s current level of fitness from a psychological perspective. These evaluations can help inform an agency’s decision about an employee’s individual level of risk. Employers seek these types of evaluations when they need to make administrative decisions based at least in part upon an employee's psychological status. Examples of when such an evaluation may be appropriate are when employers need to: a) protect their workforce following a threat (direct, conditional or veiled), b) consider accommodations for employees, c) manage problem behaviors, or d) address performance issues.
The final outcome of fitness-for-duty evaluations may result in return to work with or without restrictions, alternate work assignment, and referral for further evaluation or temporary disability status for the employee referred. The final determination of employee retention or reprimand is maintained by the employer.
Each fitness-for-duty evaluation at Nicoletti-Flater Associates is conducted by a mental health professional functioning within the requirements of the American Psychological Association and recommended guidelines of the International Association of Chiefs of Police. N-FA ensures timely appointment scheduling and completion of the final evaluation.