Services for Employers
Section 1: Services for HR Personnel with employees that show worrisome behaviors at the workplace:
Fitness for Duty Evaluation – Click here for more information about FFD evaluations.
A Fitness for Duty Evaluation can provide concrete information about psychological problems such as depression, anxiety and confusion, that affect your employees’ workplace behavior. After the evaluation takes place, a preliminary report will be delivered to you by telephone, followed by a written report from a psychologist or psychiatrist within five days of the exam. Urgent evaluations can sometimes be scheduled to take place in fewer than five business days after you’ve returned the Service Agreement.
Threat/Risk Assessment (Employee potential for violence and making dangerous errors)
After an evaluation, psychologists and psychiatrists can give you information regarding employees’ risk factors and, when possible, assist in planning for their return to work.
Section 2: Services Related to Employee Insurance Claims
Obtain psychological or psychiatric reports, and/or raw psychological test data
from treating doctors.
To save you time and frustration, PsyBar will attempt to obtain psychological/psychiatric reports and raw psychological test scores.
File review, written by a psychologist, psychiatrist or physician with another medical specialty.
PsyBar can provide these both for employees with psychiatric/psychological problems only, and for “co-morbid” cases involving medical problems such as fibromyalgia and other orthopedic injuries.
Full Independent Psychiatric, Psychological or Neuropsychological Evaluation
Performed by a doctoral level psychologist, neuropsychologist, or a psychiatrist.
This relatively short evaluation is designed to determine whether there is evidence of cognitive problems that can be detected with just a few neuropsychological tests. It provides a provisional diagnosis, description of cognitive deficits, treatment recommendations, and a brief discussion of employee limitations.
Brief Psychological or Psychiatric Evaluation designed for STD employee claimants.
These brief assessments are designed solely to determine employee diagnosis, prognosis, and to give suggestions about how treatment might better facilitate return to work. These assessments are not designed to evaluate employee functionality and do not include a neuropsychological assessment. They include a review of up to 20 pages of medical records.
Brief Employability Assessment
Used to match employee abilities to jobs and occupations. This is written by a master’s level Vocational Rehabilitation Specialist to complement your IME report. This very short addendum to an IME will include an opinion about the employee’s ability to transfer their skills to potential jobs/occupations. Because this opinion is based solely upon the IME doctor’s report and a functional capacities form filled out at the treating and/or IME doctor’s office, cost is much lower than that of a Full Employability Assessment.
Full Employability Assessment
Used to match employee abilities to jobs and occupations. This is a thorough analysis conducted by a master’s level Vocational Rehabilitation Specialist. The report will include an overview of relevant portions of the file, education and work history, current medical status, functional abilities and restrictions, the work tolerance level and functional abilities/limitations, a transferable skills analysis and , if identified, appropriate jobs/occupations for the employee. With your referral, please include the employee’s prior job description, prior work history and education, and information as to whether this is an any or own occupation claim.
Labor Market Survey
Written by a Vocational Rehabilitation Specialist. If it has been determined that an individual can perform one or more jobs/occupations, a Labor Market Survey may be conducted to determine whether jobs/occupations identified through an Employability Assessment (above) exist within the employee’s geographic area. The LMS will provide details about whether the specific job(s) reside, how many of them exist, if special training, licensure or education is required, what work experience is needed, and the potential salary range and benefits. Additionally, it will include the type of work environment, physical demands and general schedules that the employee would be expected to tolerate. Please let us know if there are special policy requirements for us to consider when preparing your report.
Critique of a psychological or psychiatric evaluation/peer review written by a doctoral level expert.
If you receive a report conducted by a treating or other doctor that is difficult to interpret or of questionable quality, PsyBar can review it to help facilitate your claim decision. We can help you decipher the doctor’s statements, and determine whether the doctor’s opinions are supportable.
Section 3: Free On-line Educational Services
Education for HR Personnel
PsyBar offers a free internet-based educational course designed to help HR professionals learn about evaluating employees who have psychological problems that may affect their workplace performance or present a danger to co-workers. The Employee Assistance Certification Commission has approved this unique program for 2 continuing education credits.
Education for Employer Claims Professionals
The Commission fro Case Manager Certification has approved PsyBar's on-line training program for those managing psychological/psychiatric claims. This program (approved for 3 continuing education credits) will help insurance professionals resolve claim issues quickly by effectively understanding the complexities of psychological and psychiatric Independent Medical Evaluations.
Section 4: Pre-Employment Evaluations
Entry Level Screening Assessments
It is important to understand employee personality, work attitudes and compatibility with company values. A PsyBar Screening Assessment is a set of on-line personality and problem solving tests that provide general information about candidates’ capacity for teamwork, openness to feedback, interpersonal style, achievement drive, and orientation to work responsibility. The Screening Assessment is quick to administer and easy for candidates to complete. Our psychologists interpret the Screening Assessment data and promptly deliver summary reports that highlight main employee traits. These reports also raise questions and present hypotheses about employee characteristics that can be explored in follow-up interviews. Turnaround time on Screening Assessment reports is typically 48 hours or less.
Comprehensive Pre-Employment Assessments
Key Employee Characteristics identified by most companies include integrity, work ethic, conscientiousness, interpersonal effectiveness and commitment to professional growth. Organizations are also interested in leadership potential, problem solving style, analytical and social flexibility, capacity to manage stress and both organizing and planning skills.
At PsyBar our Comprehensive Pre-Employment Assessments give employers data on all of these and more. Our psychologists start by talking with your human resources professionals and hiring managers to find out exactly what you want for each job category. In addition to completing a comprehensive online assessment battery, each candidate will participate in a 60-90 minute phone interview with a doctoral level psychologist. Interview data and test results are then combined, and within 24 hours verbal feedback will be given to your organization. Detailed and timely written reports follow these feedback discussions.
Executive Senior-Manager Assessments Pre-Hire or Promotion
The most significant personnel decisions a company makes are those that place individuals in positions of leadership. Your leaders model and promote your company’s values and vision. They create your company‘s future. Your leaders need to be men and women who consistently demonstrate the highest levels of professionalism, dedication and ethics. Job candidates need to meet your company’s standards of leadership excellence.
The PsyBar Executive-Senior Manager Assessment begins with candidates completing the state-of-the-art assessment battery. In addition, executive seniormanager candidates are interviewed, and given a work simulation in-basket exercise based on practical, real-life scenarios. In this setting, candidates have the opportunity to show exactly what they would do when faced with a variety of leadership challenges. Once again, quick verbal feedback and timely thorough reports follow, providing decision-makers with insights and perspectives not commonly found in brief hiring interviews.