SEAS Frequently Asked Questions

At SEAS, we call it a PPA. You may also hear it called a pre-employment psychological evaluation or a pre-hire psychological evaluation. 

Other common terms include:  pre-employment psychological testing, pre-employment psychological screening, pre-employment psych screening, pre-employment psychological exam, or pre-employment psychological interview. 

Legally, a pre-employment psychological evaluation must be performed by a clinical psychologist. The PPA is conducted after a candidate has been conditionally offered employment but hasn't been officially hired yet.  The offer of employment can be withdrawn if the evaluation uncoveres psychological incompatibilities. 

At SEAS, a PPA involves a structured process that includes gathering personal background information, in-depth psychological testing using industry-standard tools that only clinical psychologists have access to, psychological interviews, review of records, and report of findings. 

A Fitness for Duty Assessment (FFD) is a mental health evaluation in which a psychologist performs tests and provides feedback about an employee’s mental fitness to perform a specific job. 

Usually, an employer requires an FFD when something occurs that may hinder an employee from effectively doing their job.

Employers can request an FFD to mitigate risk, safety, and effectiveness in the workplace.

"PSYPACT is an interstate compact designed to allow licensed psychologists to practice of telepsychology and conduct temporary in-person face-to-face practice of psychology across state boundaries legally and ethically without necessitating that an individual become licensed in every state to practice."

What this means is that Dr. Steele and the SEAS team can legally conduct online employment assessments in most US states.

Please call our office for the most current information about states where SEAS can legally conduct telehealth assessments.

Anyone who wants to place the right person in the right position at the right time.

Seriously, who wouldn't want to reduce legal risks and streamline the hiring process?

PPAs (and FFDs) have been used for many years in high-stakes public service positions, for first reponders like police departments, and by all branches of the military.

Fortunately, more and more organizations in the private sector are also now realizing the power of psychological assessments for matching people with a position where they will succeed.

Truly, any business owner, company, department, or organization can save time, money, and frustration during the hiring process—and possibly even avoid devastating legal troubles—by implementing psychological pre-hire screenings when making HR decisions.