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Personality Assessment Inventory (PAI)
The Personality Assessment Inventory (PAI) is a self-report questionnaire designed to evaluate personality and psychopathology. It consists of 344 items that are answered on a four-alternative scale, with the response options False, Slightly True, Mainly True, and Very True. Police and Public Safety Report - Version 2 (NEW) JRA's PAI Police and Public Safety Report is a specialized PAI report designed for use by licensed psychologists in conducting post-job offer psychological evaluations of applicants for police and other public safety positions. The principal purpose of the report is to help the examining psychologist assess the emotional stability of the applicant in order to screen out applicants who display job-relevant psychopathology or other serious psychological problems. In addition, the rich item content of the PAI makes it a valuable tool in identifying traits and characteristics of an applicant that may interfere with their ability to perform the job they have applied for in a safe and effective manner. |
PAI Webinar - June 18, 2021 Slides
Sample Report:
Authors of Test and Report
The Personality Assessment Inventory was authored by Leslie Morey, Ph.D., and is published by Psychological Assessment Resources, Inc., 16204 N. Florida Avenue, Lutz, FL 33549, (800) 331-8378, www.parinc.com. JRA, Inc., is the creator and copyright holder of the PAI Police and Public Safety Report, which is produced under an exclusive license between Psychological Assessment Resources, Inc., and JRA, Inc. |
In 2018, JRA revised the PAI Police and Public Safety Report to greatly expand the special normative samples offered for each of the five job classes present in version 1 of the report, as well as to add the new job class of security officer.
Version 2 of this special report expands the version 1 public safety normative sample seven-fold to more than 146,000 public safety job applicants. This makes the PAI Police and Public Safety Report the only test of psychopathology that has special normative samples of this size, and for as many specific public safety job classes. Moreover, it is the only test of psychopathology that has disclosed the ethnicities of its public safety special normative sample. The JRA PAI selection report's special group normative sample includes significant numbers of all ethnic groups, benefiting from the geographically diverse sampling of public safety applicants from the West and East Coasts, as well as the Midwest.
In addition to expanding the size of the report's special norm groups, the report was also updated to include new interpretive features to provide the evaluating psychologists with more data, allowing them to make informed selection decisions in a more efficient and accurate manner. Version 2 report features include:
Version 2 of this special report expands the version 1 public safety normative sample seven-fold to more than 146,000 public safety job applicants. This makes the PAI Police and Public Safety Report the only test of psychopathology that has special normative samples of this size, and for as many specific public safety job classes. Moreover, it is the only test of psychopathology that has disclosed the ethnicities of its public safety special normative sample. The JRA PAI selection report's special group normative sample includes significant numbers of all ethnic groups, benefiting from the geographically diverse sampling of public safety applicants from the West and East Coasts, as well as the Midwest.
In addition to expanding the size of the report's special norm groups, the report was also updated to include new interpretive features to provide the evaluating psychologists with more data, allowing them to make informed selection decisions in a more efficient and accurate manner. Version 2 report features include:
- Risk statements that estimate the likelihood that the applicant will present with a pre-hire history of specific selection-relevant problems, or that an applicant producing similar PAI scores would be rated by experienced psychologists as "poorly suited."
- PAI scale profiles based on norms for public safety job applicants allow the applicant's test scores to be compared to those of other applicants who have applied for the same public safety positions. Specific norms are used for each of the following positions: (a) Police Officer/Deputy/Trooper, (b) Corrections Officer, (c) Firefighter/EMT, (d) Probation Officer, (e) Communications Dispatcher, and (f) Security Officers/Security Guards.
- PAI scale profiles based on norms for public safety job incumbents allow the applicant's test scores to be compared to those of previously screened applicants who were subsequently hired and successfully performed the job that the applicant is applying for.
- Percentiles based on the test taker's scores on each scale compared to the job-specific normative sample (e.g., police officer) which provides additional data clarifying the relative position of the test taker's scale score along the distribution of scores for the special normative sample. This feature helps identify applicants who are outliers, and who may display more, or less of a given personality trait or characteristic.
- A list of individual "selection-relevant" PAI items endorsed by the applicant that may indicate possible job performance problems. The items endorsed by the applicant that are presented in the report were identified by a panel of expert psychologists as "selection relevant."
- A list of scale descriptions that are dynamically triggered based on the test taker's test scale results. This allows the psychologist to quickly access interpretive information potentially relevant to the test taker.