Medical and Psychological Assessments

Theresa emphasizes the importance of screening according to job qualifications and discusses how to proceed when a candidate raises the issue of a disability.

Dr. Lindquist outlines an approach to screening that maintains the integrity of the process while also complying with federal law.

Theresa Sidebotham responds to Dr. Lindquist’s observations and advises on not ignoring significant problems without making a mountain out of every molehill.

Dr. Brent Lindquist evaluates the options that Theresa Sidebotham outlined in the previous post from a psychologist’s perspective.

Make sure to avoid certain ways of gathering information for pre-employment screening and learn how to respond when you uncover complicated information.

Brent outlines his project in developing spiritual screening tools and some problems that such a project might encounter.

There has been a lot of back and forth about how the mission must take care during prefield screening not to run afoul of the ADA. I agree. Under the ADA, before you can give an applicant a “medical examination,” which includes most psychological screenings, you have to first consider all the non-medical information and hand out a conditional offer.

Brent, you point out correctly that not all problems with people getting along require some kind of psychological diagnosis. Some just relate to spiritual or emotional maturity, and may need pastoral counseling, coaching, or even just plain employment discipline. Some problems with people getting along trigger legal issues, and some do not.

 

Hi Brent, You ask about how to have the interactive discussion regarding accommodation. In the case of your candidate, she has already volunteered that she struggles with depression, so the next logical step is...

In your scenario, the person has volunteered that she is depressed. Does the mission want to exclude her automatically? There are two problems with this.