Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment

Anthony Wayne Tatman

doi:doi:10.11648/j.jhrm.20231103.13

| Peer-Reviewed

Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment

Anthony Wayne Tatman

Published in Journal of Human Resource Management (Volume 11, Issue 3)

Received: 8 July 2023 Accepted: 28 July 2023 Published: 9 August 2023

Views: Downloads:

Download PDF

Share This Article

Twitter
Linked In
Facebook

Abstract

The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.

Published in	Journal of Human Resource Management (Volume 11, Issue 3)
DOI	10.11648/j.jhrm.20231103.13
Page(s)	102-108
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Pre-Employment Testing, Probation Officer, Parole Officer, Personality, Personality Testing, Selection, High Performer

References

[1]	Spillberg, S. W., & Corey, D. M. (2017). Peace Officer Psychological Screening Manual. California Commission on Peace Officer Standards and Training. https://post.ca.gov/peace-officer-psychological-screening-manual
[2]	Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60 (4), 995-1027. https://doi.org/10.1111/j.1744-6570.2007.00099.x
[3]	Anderson, C., Flynn, F., & Spataro, S. (2008). Personality and organizational culture as determinants of influence. Journal of Applied Psychology, 93 (3), 702-710. doi: 10.1037/0021-9010.93.3.702.
[4]	Fatemi, F. (2016, September 28). The true cost of a bad hire – It’s more than you think. Forbes. Retrieve from https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/#38e97b494aa4
[5]	Butcher, J. N., Graham, J. R., Ben-Porath, Y. S., Tellegen, A., Dahlstrom, W. G., & Kaemmer, B. (2001). The Minnesota Multiphasic Personality Inventory-2: Manual for administration, scoring and interpretation. University of Minnesota Press.
[6]	Morey, L. C. (2007). The Personality Assessment Inventory professional manual (2^nd ed.). Psychological Assessment Resources.
[7]	Griffin v Steeltek, Inc., 964 F. Supp. 317 (N. D. Okla. 1997).
[8]	Karraker v Rent-A-Center, Inc., 239 F. Supp. 2d 828 (C. D. Ill. 2003).
[9]	McCrae, R. R., & Costa, P. T. (2010). NEO Inventories for the NEO Personality Inventory-3 (NEO-PI-3), NEO Five-Factor Inventory-3 (NEO-FFI-3), NEO Personality Inventory-Revised (NEO PI-R) Professional Manual. Psychological Assessment Resources.
[10]	Tatman, A. W. (2019). Initial Reliability and Validity of the Critical Hire-Personality Assessment. Corrections: Policy, Practice and Research, 7 (1), 46-62. https://doi.org/10.1080/23774657.2019.1699477
[11]	Wiggins, J. S. (1996). The five-factor model of personality: Theoretical Perspectives. The Guilford Press
[12]	Aamodt, M. G. (2004). Research in law enforcement selection. BrownWalker Press.
[13]	Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44 (1), 1-26. https://doi.org/10.1111/j.1744-6570.1991.tb00688.x
[14]	Black, J. (2000). Personality testing and police selection: Utility of the “Big Five.” New Zealand Journal of Psychology, 29 (1), 2-9.
[15]	Chibnall, J. T., & Detrick, P. (2003). The NEO PI-R, Inwald Personality Inventory, and MMPI in the prediction of police academy performance: A case for incremental validity. American Journal of Criminal Justice, 27, 233-248. https://doi.org/10.1007/BF02885696
[16]	Cortina, J., Doherty, M., Schmitt, N., Kaufman, G., & Smith, N. (1992). The “Big Five” personality factors in the IPI and MMPI: Predictors of police performance. Personnel Psychology, 45 (1), 119-140. https://doi.org/10.1111/j.1744-6570.1992.tb00847.x
[17]	Detrick, P., & Chibnall, J. T. (2006). NEO PI-R personality characteristics of high-performing entry-level police officers. Psychological Services, 3 (4), 274-285. https://doi.org/10.1037/1541-1559.3.4.274.
[18]	Detrick, P., & Chibnall, J. T. (2017). A Five-Factor Model inventory for use in screening police officer applicants: The Revised NEO Personality Inventory (NEO PI-R). In C. L. Mitchell & E. H. Dorian (Eds.), Police Psychology and Its Growing Impact on Modern Law Enforcement (pp. 79-92). IGI Global.
[19]	Detrick, P., Chibnall, J. T., & Luebbert, M. C. (2004). The Revised NEO Personality Inventory as a predictor of police academy performance. Criminal Justice and Behavior, 31 (6), 676-694. https://doi.org/10.1177/0093854804268751
[20]	Garbarino, S., Chiorri, C., & Magnavita, N. (2014). Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers. International Archives of Occupational and Environmental Health, 87 (3), 295-306. https://doi.org/1007/s00420-013-0861-1
[21]	Louw, G. J. (2014). Burnout, vigour, big five personality traits and social support in a sample of police officers. SA Journal of Industrial Psychology, 40 (1). https://doi.org/10.4102/sajip.v40i1.1119
[22]	Shusman, E. J., & Inwald, R. E. (1991). A longitudinal validation study of correctional officer job performance as predicted by the IPI and MMPI. Journal of Criminal Justice, 19 (2), 173-180. https://doi.org/10.1016/0047-2352(91)90051-V
[23]	Shusman, E. J., Inwald, R. E., & Landa, B. (1984). Correction officer job performance as predicted by the IPI and MMPI: A validation and cross-validation study. Criminal Justice and Behavior, 11 (3), 309-329. https://doi.org/10.1177/0093854884011003004
[24]	Super, J. T., Blau, T. H., Wells, C. B., & Murdock, N. H. (1993). Using psychological tests to discriminate between “best” and “least best” correctional officers. Journal of Criminal Justice, 21 (2), 143-150. https://doi.org/10.1016/0047-2352(93)90072-U
[25]	American Probation and Parole Association (2006). Peace officer status of probation and parole officers. https://www.appa-net.org/eweb/Resources/Surveys/National_Firearms/docs/Peace_Officer_Status_2006_10.pdf
[26]	Herrmann, D.S., & Broderick, B. (2011). Probation and surveillance officer candidates: Similarities and differences with police personnel. In J. Kataeff (Ed.), Handbook of police psychology (pp. 109-124). Routledge Press.
[27]	Lovins, B. K., Cullen, F. T., Latessa, E. J., & Johnson, C. L. (2018). Probation officer as a coach: Building a new professional identity. Federal Probation, 82 (1), 13-19.
[28]	Singh, J. P. (2013). Predictive validity performance indicators in violence risk assessment: A methodological primer. Behavioral Sciences and the Law, 31 (1), 8-22. https://doi.org/10.1002/bsl.2052
[29]	Barrick, M. R., & Mount, M. K. (2005). Yes, personality matters: Moving on to more important matters. Human Performance, 18, 359-372. https://doi.org/10.1207/s15327043hup1804_3
[30]	Judge, T. A., & Ilies, R. (2002). Relationship of personality to performance motivation: A meta-analytic review. Journal of Applied Psychology, 87 (4), 797-807. https://doi.org/10.1037/0021-9010.87.4.797
[31]	Hubble, M. A., Duncan, B. L., & Miller, S. D. (2002). The heart & soul of change. American Psychological Association.
[32]	Sammer, J. (2020, Fall). Reward top performers even in lean times. Despite tight budgets, it’s important to carve out rewards for top performers. HR Magazine. https://www.shrm.org/hr-today/news/hr-magazine/pages/0914-rewards-performance-based-pay.aspx

Cite This Article

Plain Text BibTeX RIS

APA Style

Anthony Wayne Tatman. (2023). Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment. Journal of Human Resource Management, 11(3), 102-108. https://doi.org/10.11648/j.jhrm.20231103.13

Copy | Download

ACS Style

Anthony Wayne Tatman. Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment. J. Hum. Resour. Manag. 2023, 11(3), 102-108. doi: 10.11648/j.jhrm.20231103.13

Copy | Download

AMA Style

Anthony Wayne Tatman. Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment. J Hum Resour Manag. 2023;11(3):102-108. doi: 10.11648/j.jhrm.20231103.13

Copy | Download

@article{10.11648/j.jhrm.20231103.13,
  author = {Anthony Wayne Tatman},
  title = {Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment},
  journal = {Journal of Human Resource Management},
  volume = {11},
  number = {3},
  pages = {102-108},
  doi = {10.11648/j.jhrm.20231103.13},
  url = {https://doi.org/10.11648/j.jhrm.20231103.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20231103.13},
  abstract = {The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.},
 year = {2023}
}

Copy | Download

TY  - JOUR
T1  - Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment
AU  - Anthony Wayne Tatman
Y1  - 2023/08/09
PY  - 2023
N1  - https://doi.org/10.11648/j.jhrm.20231103.13
DO  - 10.11648/j.jhrm.20231103.13
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 102
EP  - 108
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20231103.13
AB  - The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.
VL  - 11
IS  - 3
ER  -

Copy | Download

Author Information

Anthony Wayne Tatman

Critical Hire, PLC, Waukee, United States

Download PDF

Sections

Plain Text BibTeX RIS

APA Style

Anthony Wayne Tatman. (2023). Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment. Journal of Human Resource Management, 11(3), 102-108. https://doi.org/10.11648/j.jhrm.20231103.13

Copy | Download

ACS Style

Anthony Wayne Tatman. Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment. J. Hum. Resour. Manag. 2023, 11(3), 102-108. doi: 10.11648/j.jhrm.20231103.13

Copy | Download

AMA Style

Anthony Wayne Tatman. Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment. J Hum Resour Manag. 2023;11(3):102-108. doi: 10.11648/j.jhrm.20231103.13

Copy | Download

@article{10.11648/j.jhrm.20231103.13,
  author = {Anthony Wayne Tatman},
  title = {Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment},
  journal = {Journal of Human Resource Management},
  volume = {11},
  number = {3},
  pages = {102-108},
  doi = {10.11648/j.jhrm.20231103.13},
  url = {https://doi.org/10.11648/j.jhrm.20231103.13},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20231103.13},
  abstract = {The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.},
 year = {2023}
}

Copy | Download

TY  - JOUR
T1  - Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment
AU  - Anthony Wayne Tatman
Y1  - 2023/08/09
PY  - 2023
N1  - https://doi.org/10.11648/j.jhrm.20231103.13
DO  - 10.11648/j.jhrm.20231103.13
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 102
EP  - 108
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20231103.13
AB  - The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.
VL  - 11
IS  - 3
ER  -

Copy | Download