By analyzing known behavioral characteristics during the pre-employment stage and throughout an employee's career, a department can more thoroughly define the range of unacceptable behavior, specifically look at why negative behavior occurs, and determine whether accurate and reliable measures can be developed. While no single indicator can predict future behavior, analyzing a collection of validated indicators can identify propensities for either desirable or undesirable behavior. Controversy still exists about the use of many tools such as psychological tests, integrity tests or clinical interviews-and with good reason. Of course, there is no easy answer, and court cases have been won on both sides. Selecting a tool because it is widely used can be a mistake.
Every agency is unique.
The best approach is to engage in a process of defining ethics, integrity, and associated desirable and undesirable behaviors and outcomes with your colleagues. You might be surprised what you will find. Once you are able to reach consensus on these, you need to decide how to validate the measures you will use. If your team is not able to agree on the definitions of desirable or undesirable behavior and outcomes, or you aren't sure how to proceed next, seek outside support. Your local university may be able to lend a hand.