2488 Calle De Guadalupe, Mesilla, NM 88046
Phone: 575-652-3654
Fax: 575-252-6132
E-Mail: dr.elainefoster@psyconops.com
Phone: 575-652-3654
Fax: 575-252-6132
E-Mail: dr.elainefoster@psyconops.com
Fitness for Duty Psychological Evaluations (FFDE)
Dr. Foster has over 30 years of experience conducting FFDE for the Air Force, Army, Navy, National Guard, Homeland Security and other government agencies. She has sat on Medical Evaluation and Sanity Boards and has written countless narrative summaries for these boards.
Dr. Foster has over 30 years of experience conducting FFDE for the Air Force, Army, Navy, National Guard, Homeland Security and other government agencies. She has sat on Medical Evaluation and Sanity Boards and has written countless narrative summaries for these boards.
Mental Health Clearance Evaluations (pre- and post-hire)
Dr. Foster has conducted many other types of Psychological Evaluations for Sensitive Positions including:
- Military applicants and ROTC, with existing psychological (mental) conditions
- Security Clearance initial and reviews
- First responders, including police, firefighters, and EMT's
- Border Patrol applicants with existing mental health conditions
- Security Guard, Level 3 candidates and other weapon's-carrying positions
Why do I need a Fitness for Duty Evaluation (FFDE)?
Some jobs require the use of weapons, sensitive duties, alertness and mental stability, such as security guards, police, firefighters, oil rigs positions, nuclear power plant and heavy equipment operators.
Employers request pre-employment psychological testing to ensure their personnel are ready to perform on day one. The goal of the FFDE is to determine whether an employee is suffering from a psychological or mental condition listed in the Diagnostic and Statistical Manual of Mental Disorders (DSM V) and whether that condition is affecting their ability to perform their job.
Employers request pre-employment psychological testing to ensure their personnel are ready to perform on day one. The goal of the FFDE is to determine whether an employee is suffering from a psychological or mental condition listed in the Diagnostic and Statistical Manual of Mental Disorders (DSM V) and whether that condition is affecting their ability to perform their job.
What if I have a psychiatric/mental health diagnosis? Will I be disqualified from work I'm already doing?
Not necessarily. Many individuals live with psychiatric conditions and function fine on the job and at home. Here are some of the common recommendations that are made when an employee is considered compromised by a psychiatric/mental health condition as the result of a FFDE:
Border Patrol Candidates
Since arriving in New Mexico, Dr. Foster's services have been increasingly requested for Border Patrol candidates, mostly applicants who have served in the military and who have a potentially mentally disqualifying condition. When a Border Patrol applicant has a Pre-existing mental or psychological condition, they will be asked to undergo a psychological evaluation as a pre-condition for employment.
The links below offer some more information about requirements and your rights when applying to the Border Patrol:
The links below offer some more information about requirements and your rights when applying to the Border Patrol:
- What is the legal authority for the request for my medical information?
- Where can I find the medical standards for the job series to which I am applying?
- Does the Americans with Disabilities Act of 1990 (ADA) prohibit CBP from requesting my medical information?
- Does the Health Insurance Portability and Accountability Act of 1996 (HIPPA) prohibit CBP from requesting my medical information?
- Does the law prohibit CBP from requesting my medical information if I am a veteran?
- Will my medical records and information be held private and confidential?
What if I'm taking a medicine for a psychiatric or psychological condition?
Dr. Foster is a prescribing psychologist. Her knowledge of psychiatric medications has made the difference when questions about the impact of medicines on duty performance are submitted by an employer. There are many circumstances for which medicines are used and many classes of medications which have little to no impact on work or duty performance. In fact, there are times when medicines will help an individual increase their performance and stability. Finally, some medications can be hazardous, and compromise work safety.
All FFDE's and Return to Work Evaluations are tailored to the individual.
One size does not fit all when it comes to individual functioning and medications.
All FFDE's and Return to Work Evaluations are tailored to the individual.
One size does not fit all when it comes to individual functioning and medications.
What types of questions might an employer ask as part of a FFDE or Return to Work (RTW) Evaluation?
Sometimes an employer has a question about how to work with an employee who is suffering from psychological distress. The employee may be undergoing divorce or a significant life change. Some will use alcohol or drugs to medicate a mental health condition such as depression or anxiety. All or any of these factors can have a significant impact on the employee's ability to perform his or her job. Dr. Foster has helped employers sift through complicated questions about employee safety and how to help them get back to work. Sometimes employees need temporary modifications to hours, duties or enhanced supervision in order to perform their job safely and effectively.
Examples of some referral questions addressed by Dr. Foster include
Examples of some referral questions addressed by Dr. Foster include
- Why is this employee having repeated conflicts with coworkers?
- What can be done about Inappropriate, angry behavior and is this employee dangerous?
- This employee has made suicidal comments, is he at risk for self harm?
- There have been complaints of domestic violence and a restraining order, is this employee likely to hurt co-workers?
- This employee shows paranoia about coworkers and supervisors, are we safe with him at work?
- A supervisor has heard this employee describe hallucinations, is he reliable? Dependable?
What should I expect during an FFDE or RTW evaluation?
While every evaluation is tailored to the individual, there are certain things that are always included in a Fitness for Duty or Return to Work Evaluation. A comprehensive evaluation is the standard and is most likely to answer the employer's questions most reliably.
First, information will be gathered to review the employee's history:
Next, a clinical interview is conducted:
After the clinical interview, there is psychological testing which can include:
First, information will be gathered to review the employee's history:
- employee work history
- medical and psychiatric history
- relevant collateral information from employee's supervisor, spouse or other relevant historians.
Next, a clinical interview is conducted:
- Questions are asked about the employee's understanding of the problem, symptoms they may be experiencing or have experienced in the past, family medical and psychiatric history, past and present substance use including alcohol, caffeine, and nicotine. Social, educational, legal, developmental, academic, and work performance are all explored during the clinical interview.
After the clinical interview, there is psychological testing which can include:
- Personality Assessment
- Cognitive and Intellectual Functioning Assessment
- Measures of motivation
- Diagnostic Screening tools
Other Specialized Evaluations performed at PsyConOps
- Security Clearance Evaluations: Mental health counseling, in and of itself, is not a reason to revoke or deny eligibility or access to classified information or retain Federal employment, including contract positions and physical or logical access to federally controlled facilities or information systems. See Section 21 of the OPM National Security Form.
- Second Opinions for VA Compensation and Pension Determinations
You are NOT the patient!
An important point about the FFDE and RTW psychological evaluation. You should not and must not expect the confidentiality you would normally receive from a psychologist. In this case, your employer is the client. They are most likely the one who is paying for the exam and they are entitled to the findings of your evaluation in the form of a report. It's hard to accept seeing a health care professional and knowing that they are not there to help you through your problem. They may offer some suggestions to your employer that can help you, but that is an added benefit and not the intent of the FFDE and RTW psychological evaluation. There may be a recommendation for you to receive therapy, and in that case, you will be the client.
Do's and Don'ts for the FFDE or RTW Psychological Evaluation
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How do I start?If you are an employer, make sure you:
f you are an employee or applying for a job that requires a psychological evaluation:
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